What is Generation Alpha?

8
Characteristics of Generation
Alpha
Generation Alpha represents a significant evolution in human
experience. Unlike before, Alphas have never known a world without
smartphones, social media, and the constant hum of technology.
This hyper-connected environment shapes their values,
communication styles, and perspectives on a global scale.

Understanding Alpha’s core characteristics, honed by their unique

upbringing, can help parents and educators effectively nurture and
prepare them for the challenges and opportunities of the 21st
century. Let’s dive in!

Table Of Contents

What is Generation Alpha?

Generation Alpha, born roughly between 2010 and above,
represents the demographic cohort following Generation Z. Defined
by their immersion in technology from birth, they’re adept
navigators of a digital world dominated by smartphones, social
media, and artificial intelligence.

Notably, most have Millennial parents, shaping their upbringing and

perspectives. While their defining characteristics are still emerging,
they are often described as highly tech-savvy, globally aware, and
entrepreneurial.

As they mature, their impact on society, shaped by their unique

experiences and values, will undoubtedly be significant.

Characteristics of Generation Alpha

So, who are these digital whiz kids? Below are the characteristics of
Generation Alpha:
  Generation Alpha engages and evolve with diverse AI
technologies.
 Generation Alpha navigates digital literacy as a logical
outcome of the substantial information and communication
technology development.
 Generation Alpha is influenced by Generation X and Generation
Y parents; they are shaped by their parents’ perspectives.
 Generation Alpha potentially has a globally-minded.
 Generation Alpha is diverse and inclusive.
 Generation Alpha tends to be environmentally conscious.
 Generation Alpha tends to be more independent.
 Generation Alpha applies a whole new learning ability.

Generation Alpha engages and evolve with diverse AI

technologies

The rise of artificial intelligence (AI) blurs the lines between human
and machine interaction. AI-powered systems understand and
respond to our needs, creating a sense of human-like engagement.

For example, e-commerce platforms, readily accessible on

smartphones, eliminate the need for physical stores, offering
personalized shopping experiences.

However, this rapid technological advancement comes with

downsides. It can lead to social isolation and hinder real-world
interpersonal skills, potentially impacting Generation Alpha, the first
group raised entirely within this AI-infused world.

Generation Alpha navigates digital literacy as a logical

outcome of the substantial information and
communication technology development

Research suggests Millennials and Generation Alpha, despite pre-

dating smartphones, exhibit communication shifts characterized by
a preference for text-based over face-to-face interaction. This
phenomenon, facilitated by technology, has transformed social
engagement from physical encounters to online exchanges.

Consequently, Generation Alpha, arguably the most tech-savvy

generation yet, navigates a world seamlessly integrated with social
media, potentially needing more experience with non-digital social
interaction.

Generation Alpha is influenced by Generation X and

Generation Y parents; they are shaped by their
parents’ perspectives

Born from Millennial or Gen X parents, Generation Alpha is heavily

influenced by the technological advancements that shaped their
parents’ generation. Parents with broader knowledge gleaned from
more accessible access to information and, generally, higher
education levels than their predecessors tend to prioritize their
children’s (Generation Alpha) education, potentially fostering a
highly educated generation equipped to tackle future challenges.

Generation Alpha potentially has a globally-minded

Born into a world of instant connection, Gen Alpha holds the

potential for unparalleled global awareness.

Unlike predecessors, their reality is constant exposure to diverse

cultures through readily available resources, news, and travel. This
immersion could foster a generation of global citizens advocating for
climate change and social justice with a newfound understanding of
their interconnected world.
Generation Alpha is diverse and inclusive

Growing up in a globally connected world, Generation Alpha is

exposed to various cultures, ethnicities, and perspectives from a
young age. This fosters a natural acceptance and appreciation of
differences, evident in their strong belief in fair treatment regardless
of background.

Gen Alpha students value treating everyone equally, highlighting a

shift from older generations. This translates into their social circles,
often reflecting multicultural and multiethnic friendships. While
challenges remain, Gen Alpha’s inherent understanding of diversity
paints a promising picture for a more inclusive future.

Generation Alpha tends to be environmentally

conscious

Shaped by a world facing environmental challenges, Generation

Alpha prioritizes sustainability. They push for eco-friendly choices at
home, influenced by climate movements and educational resources.
Their tech-savviness fuels their research and activism, making them
vocal advocates for a greener future.

As they mature, their environmental consciousness will likely

translate into impactful choices, shaping a more sustainable world.

Generation Alpha tends to be more independent

Unlike their predecessors, Generation Alpha is accustomed to

quickly navigating the digital landscape, adeptly finding solutions,
and acquiring knowledge independently. This self-reliance extends
beyond the virtual realm.

Raised in an environment emphasizing individual expression and

exploration, Gen Alpha children demonstrate confidence in making
choices and tackling challenges independently. From selecting their
clothes to spearheading school projects, they actively participate in
shaping their experiences, fostering a sense of agency and self-
determination rarely seen in such young generations.

While this independence presents opportunities and challenges, it

undoubtedly shapes Gen Alpha’s unique approach to the world,
paving the way for a future generation of resourceful and self-
directed individuals.

Generation Alpha applies a whole new learning ability

Generation Alpha’s early digital exposure fosters a unique learning

style characterized by fluidity between physical and digital spaces.

Unlike predecessors, Alphas excel at multitasking, seamlessly

navigating information from screens, textbooks, and social
interactions. This ability translates to classrooms, where gamified
learning apps and interactive simulations enhance their
understanding.

Moreover, Alphas leverages technology for peer-to-peer learning,

forming online study groups and collaborating on projects across
borders.

Generation Alpha in Education

Born into a world overflowing with knowledge, Generation Alpha
faces a unique educational landscape.

Access to information is not a barrier but an ocean to navigate. This

presents opportunities and challenges for educators, demanding
innovative approaches to equip young minds with the tools to
discern, analyze, and effectively utilize this vast resource.

At UNIS, we embrace this challenge by aligning with our core values:

 Learn and act critically in an inspiring environment with

an excellent dynamic curriculum: Information access alone
is insufficient. We equip students with critical thinking skills to
discern fact from fiction, evaluate sources, and form
independent opinions. Our dynamic curriculum, constantly
adapting to the evolving information landscape, provides them
with the knowledge to navigate this complex world.
 Apply knowledge for life-long personal
development: Rote memorization is no longer the goal. We
encourage students to apply knowledge in real-world
 scenarios, fostering a thirst for lifelong learning. Engaging in
projects, simulations, and collaborations bridges the gap
between theory and practice, preparing them to become
active, happy, and responsible citizens.
 Collaborate to seek innovative solutions for local and
global issues:The interconnected nature of information
demands a collaborative approach. We foster teamwork and
communication skills, empowering students to work together
to tackle global challenges. By learning from diverse
perspectives and cultures, they develop the empathy and
critical thinking needed to create positive change.

4.0 Educational Design for Generation Alpha

From traditional classrooms to digital frontiers, let’s explore learning
reimagined for Gen Alpha.

Skill-based Education

As Generation Alpha enters the stage, education must adapt to

cultivate their unique needs. Skill-based design stands out,
prioritizing practical applications over rote memorization. This
approach rests on two pillars: fostering innovation and creativity
alongside embracing openness and flexibility.

Standardized learning is gone; Alpha learners thrive on hands-on

experiences, problem-solving, and exploration. Their digital
fluency demands educational pathways seamlessly integrating with
the outside world, preparing them for a dynamic future filled with
challenges and opportunities.

In essence, skill-based education empowers Alpha to learn, shape,

and contribute to the ever-evolving world around them.

Digital-based Learning

Digital-based learning emerges as a powerful tool, but its design

must cater to their unique needs. Interactive platforms, personalized
learning paths, and gamification elements can spark engagement
and cater to diverse learning styles. Collaborative projects and
virtual environments foster their natural inclination for social
learning and problem-solving.

However, the human touch remains vital. Educators must act as

facilitators, fostering social-emotional skills and critical thinking
within this digital landscape. Striking the right balance between
screen time and real-world interaction will prepare Generation Alpha
for a future of constant innovation and digital fluency.

FAQs about Generation Alpha

Are you eager to learn more? Dive into our FAQs about Generation
Alpha.

Why are they named Gen “Alpha”?

How can educators foster critical thinking and digital
literacy skills in Generation Alpha, given the increasing
influence of information and technology?

Generation Alpha are the architects of tomorrow. Immersed in

technology since birth, they’re fluent in the digital world, possessing
unique strengths in critical thinking, visual learning, and
adaptability. But navigating the information age requires more than
tech skills. We cultivate these strengths at UNIS Hanoithrough a
dynamic, multilingual learning environment. Our experienced
educators equip students with critical thinking skills, technological
fluency, and global awareness, preparing them to lead in a rapidly
changing world.

Join us in shaping the future with Gen Alpha – apply today and
empower your child to thrive in a constantly evolving world!

Reference source:

 Arifah, Munir, Burhan Nudin. Educational Design for Alpha

Generation in the Industrial Age 4.0. Retrieved from Atlantis
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 Current
Generations Born
Ages

1997 –
Gen Z 12 – 27
2012

1981 –
Millennials 28 – 43
1996

1965 –
Gen X 44 – 59
1980

Boomers II (a/k/a Generation 1955 –

60 – 69
Jones)* 1964

1946 –
Boomers I* 70 – 78
1954

1928 –
Post War 79 – 96
1945

1922 –
WWII 97 – 102
1927
 A Quick Guide to Generations, By Birth Year
The Greatest Generation (GI Generation) Born 1901–1927
The Silent Generation Born 1928–1945
Baby Boom Generation Born 1946–1964
Generation X Born 1965–1980
Millennial Generation or Generation Y Born 1981–1996
Generation Z or iGen Born 1997–2010
Generation Alpha Born 2010-2024

The Greatest Generation (GI Generation): Born 1901–1927

This generation lived through the Great Depression and then went off to fight in World War II.
Notably, they popularized jazz and swing music, but don't be fooled by the wild provocations of
the cultural preferences of the times. Due to the current events of this generation, the challenge
of raising a family put a premium on traits like hard work and grit.

The Silent Generation: Born 1928–1945

The silent generation famously got their name for being so conformist that they were silent
through the MacCarthy era when the fear of Communism swept the country.2 During this era,
kids were expected to earn their way through life using a strong work ethic.

Baby Boom Generation: Born 1946–1964

Gen Z may think of Baby Boomers as their out-of-touch grandparents (as in "OK, Boomer"), but
this generation actually had a wild youth we often don't talk about. Boomers are named for the
population "boom" that occurred after WWII, and many young people of this generation defied
their parents, protested the Vietnam War, and created the "Summer of Love."

Boomer parents notably redefined parenting by being the first generation to look at their kids'
perspective of growing up, and they started the concept of having family meetings.

Millennial Dads vs. Boomer Dads: Viral Video Illustrates the Funny Differences Between
Generations

Generation X: Born 1965–1980

So often dismissed as the slacker generation, Generation X lived through the AIDS epidemic,
MTV culture, and a shifting landscape that would give rise to LGBTQ+ rights.
Generation X parents were the first to use helicopter parenting styles. Unlike their Boomer
parents, who famously let their kids stay outside until the streetlights came on, Gen X'ers have a
tendency to be far more involved with their children's social and educational development.

Millennial Generation or Generation Y: Born 1981–1996

Millennials lived through 9/11, remember when Amazon only sold books, and are also the first
generation to know a childhood both with and without the internet, which now plays a significant
role in their personal lives.

While Boomers may accuse Millennials of being self-centered and impatient due to their
excessive use of technology, this generation has proven to actually be incredibly community-
oriented and environmentally conscious, which are traits that are being picked up by their
children.

What Is Your Parenting Style, and Why Does It Matter?

When it comes to parenting, millennials are more likely than prior generations to encourage their
children to live as their authentic selves, and are leading the movement in helping gender non-
conforming kids to be happy with who they are, points out Carr. "Some millennial parents, who
were 'helicoptered over' in their youth, are taking on a freer approach to parenting, allowing their
children to explore and create without constant structure or supervision."

Generation Z or iGen: Born 1997–2010

Generation Z kids are the first to be born into a world where they know nothing else besides
being constantly connected to one another, albeit through phones, screens, and tablets. However,
like millennials before them, Gen Z'ers are often environmentally conscious, inclusive and
accepting of others, and extremely politically aware—despite many of them not yet being of
voting age.3

A New Generation of Teletubbies Is Coming to Netflix

Generation Alpha: Born 2010-2024

Kids born between 2010 and 2024 are part of Generation Alpha.4Generation Alpha is the first
generation of kids who will never know a time when social media didn't exist, and they are far
more tech-savvy than any generation previously, which is a powerful tool that can change
humanity in myriad positive ways.

The Rise of the 'One-and-Done' Family

It may be too soon to peg the Alphas as this or that based on how little we know about them so
far. However, there are a few things we understand: Some Gen Alphas are the first to be born
amid the COVID-19 pandemic, they're more diverse than any other generation, and they're more
likely to be in a single-parent household.4

Like the generations that came before them, every passing year will shape the cultural perception
of who they are. In the meantime, parents get the pride and honor to help guide them to making
the best choices possible.

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What are the different generations in
the workplace?
As of 2023, there can be up to five generations in the
workplace. [1] While each person is unique, there are
personality traits common to each of the generations in the
workforce. These traits inform how employees view work and
how they contribute to your company's success. Here's an
overview of each generation and what they bring to your
company:

Traditionalists

As of 2023, traditionalists are those over the age of 75. While

they make up a comparatively small amount of the workforce,
traditionalists tend to hold some essential positions, such as
board members or mentors to younger workplace generations.

Traditionalists grew up in an era where hard work and loyalty to

their employers were expected of them. They tend to
appreciate rigid rules, fixed schedules, and managers who
clearly state their expectations. A traditionalist seeks to
understand a company's hierarchy and their place within it.
Traditionalists do best in roles—such as management or
teaching jobs—that allow them to share their knowledge with
younger employees.

Baby boomers

Baby boomers share many of the same characteristics as

traditionalists: they are generally loyal to their employers and
value hard work. However, as many baby boomers reach
retirement age, they are likelier to stay in the workforce than
the generation before them. [2]

A well-defined work structure with clear goals appeals to baby

boomers. They appreciate clear deadlines and enjoy having a
sense of purpose for their work. Perhaps more so than other
generations, baby boomers crave recognition for their
contributions. Bonuses and clear promotion paths are ways to
retain workers in this generation.

Generation X

Generation X employees break from the workplace generations

before them by valuing flexibility and more informal work
styles. That said, Generation X employees have a strong work
ethic that rivals traditionalists and baby boomers. However,
Gen X values work-life balance and may prefer telecommuting
and hybrid work environments.
Independence and workplace diversity are essential to
Generation X. While they work well in teams, individual Gen X
employees tend to value independence and autonomy. To
retain Generation X workers, allow them the flexibility to work
how they want so they can thrive.

Millennials

Millennials value financial security and job stability more than

other generations in the workforce. This is likely because
millennials entered the workforce during the Great Recession,
facing a weak job market, high living costs, and student loan
debt. But even though stability is an excellent motivator for
millennials, they value work-life balance, the environment, and
sustainability. While millennials are often thought of as the first
"internet generation," only 45% of workers in this generation
feel like they have advanced digital proficiency. This gives them
more in common with Generation X than Generation Z.

Flexibility and freedom are important to millennials, so they

may prefer remote and hybrid positions. Millennials also
appreciate employers that allow time for self-care, so wellness
programs and liberal PTO policies can help retain them. This
generation prefers a workplace with a well-balanced mix of
financial security and personal freedom.
Generation Z

The oldest members of Gen Z are just now entering the

workforce, but employers are already studying what it takes to
recruit and retain them. Gen-Z workers have an entrepreneurial
spirit. When working for others, they tend to choose businesses
that promote sustainability and social justice.

Having grown up with technology, Generation Z is comfortable

working remotely and may expect the ability to work from
home at least some of the time. They may prefer video calls or
online communication over one-on-one meetings. Like
millennials, they value mental health and choose employers
that offer wellness and personal development programs.
Offering these types of programs in a diverse and inclusive
workplace is essential for retaining Gen Z.

What are the characteristics of

different generations in the
workplace?
Traditionalists have a strong work ethic and think it’s a
privilege to have a job, not a right. Traditionalists spent many
years building up a career, even if it meant making sacrifices in
their personal life. They tend to prefer conventional business
models and face-to-face communication.

Baby boomers are determined and competitive. They like to

be seen and heard in the workplace, and remote work may not
give their work the visibility they prefer. Unlike later
generations, boomers may have a hard time adopting
technology.

Generation X employees tend to be independent workers.

They are comfortable with technology and often enjoy
mastering new software. Gen X values the work-life balance
and strives to separate their personal and professional lives. In
the workplace, they do equally well with in-person or online
communication.

Millennials were in their formative years when the internet

reached common households. This makes them technologically
adept and well-educated, as they grew up with a wealth of
information available to them. They tend to prefer online
communication and are motivated by meaningful work that has
an impact on others and leverages their skill and creativity.

Generation Z values social responsibility and diversity. They

are the most technologically advanced of the five generations,
as they’ve used smartphones and other high-tech devices from
a young age. They like the flexibility of working remotely and
may expect hybrid schedules for their work-life balance.

What are the benefits of having a

multigenerational workforce?
Multiple generations in the workplace offer unique perspectives
and approaches to work. Diverse perspectives tend to lead to
creative and innovative solutions. Your multigenerational
workforce possesses diverse skill sets, which can give your
company a competitive edge. Since customers tend to have
their own broad set of preferences, a multigenerational
workforce helps ensure your staff understands customer wants
and needs.

How to bridge generation gap at work

The differences in values, interests, and worldviews among
different generations can lead to miscommunication and
misunderstanding. This is what's known as the "generation
gap." You'll likely see evidence of the generation gap between
older and younger employees, but there are also ways to get
ahead of it. Here are some tips for bridging the gaps between
generations in the workplace:
Creating a culture of respect and
understanding

When a colleague has a different approach to work than you do,

or they see the world differently, it could result in workplace
friction. The best way to nip this in the bud is to foster a
workplace culture of respect and understanding. Provide
training on the differences between generations, with an
emphasis on respecting different worldviews.

Effective communication strategies

The different communication styles between generations can

make it seem like two people aren't speaking the same
language. If your company teaches effective communication
strategies, it will go a long way toward bridging communication
gaps and reducing misunderstandings.

Performance management

Left unchecked, the different working styles highlighted by the

generation gap can lead to a disjointed workplace. It’s not
effective for an organization if each generation is working in
their own silos. Performance management systems help keep
everyone on the same track and working toward the same
goals. Each employee should have individual goals in the
performance management system that align with your
organization's high-level objectives. Generational differences
tend to disappear when everyone is working toward the same
things.

Flexible work arrangements

Employees today, especially those from younger generations,

expect flexible work arrangements like hybrid schedules
and remote work. Offering flexible work arrangements keeps
employees happy and working together effectively.

Training and development opportunities

Despite their different working styles, employees in each

generation would like to grow in their careers. Offering training
and development opportunities creates a fun and stimulating
workplace, with everyone motivated to improve. Younger
generations will appreciate the chance to upskill, and older
generations will like facing new challenges.

Remember that employees tend to see a multigenerational

workforce as a good thing. In one recent study, 62% of
employed adults said it's important to them to work at a place
with a mix of employees of different ages. And an
overwhelming majority—89% of those surveyed—said
generational diversity in the workplace is a positive trait. [3]

How to manage a multigenerational

workforce?
Different personalities and work ethics can make managing
multiple generations in the workforce challenging. Rather than
letting generational differences in the workplace pose a
problem, you can make it your company's strength by following
these tips:

 Train your employees: Training sessions about the

working styles and preferences of each generation can
help your employees understand and better relate to their
co-workers.

 Solicit feedback: Survey your workforce on how they feel

about working with different generations. Use this
feedback to help shape policy and management styles.

 Practice flexibility: Each generation has preferences for

working schedules and communication methods. To
accommodate these differences, offer remote work and
flexible schedules. Encourage communication over
multiple methods, such as email, phone, or in-person
 discussion, so that every employee can comfortably
express themselves.

 Promote diversity, equity, and inclusion: While

acknowledging differences is important, you should strive
for an inclusive workplace. All employees should feel
valuable, regardless of their age or the generation they
represent.

To manage a multigenerational workforce successfully, take

specific actions that appeal to each generation. Here are some
things you should do for all five generations:

 Create a culture that values an aging workforce. As

the oldest of the five generations, traditionalists may be
sensitive to ageism in the workplace. Foster a culture that
respects their experience.

 Recognize the accomplishments of baby boomers.

Baby boomers tend to be proud of long tenures at one
company and the positions they’ve held. Let them know
the work they’ve done is important to help retain them.

 Offer leadership roles to Generation X. As Baby

boomers retire, position Generation X to step into vacant
leadership roles. Continue to challenge Gen X workers and
 present opportunities for education through eLearning
programs or tuition reimbursement.

 Provide collaboration opportunities for Millennials.

Millennials want their voices to be heard, but they also
enjoy hearing what others have to say. Collaboration
appeals to millennials’ need to consider different
viewpoints.

 Equip Gen Z with modern technology. Generation Z

expects technology to be a core part of their jobs. They
grew up using modern digital tools and can use their
considerable tech skills to your company’s advantage.

The strength of multiple generations

in the workforce
At this point, your business may have all five generations in the
workplace. That means you can tap into a diverse set of
knowledge and experience. Learn what each generation brings
to the workplace, train your employees on how to work with
multiple generations effectively, and take actions that appeal to
each generation. You will then have a workplace that harnesses
the unique abilities of five generations, creating a stronger
workforce than ever.
To learn more, check out some of our other coverage on
workplace trends:

 Unlocking Employee Potential Using Technology

 4 Key Trends for SMBs

 How to Effectively Communicate With Gen Z in the

Workplace
How to Effectively Communicate
With Gen Z in the Workplace
Some preferences and tendencies among the
youngest workers are what you’d expect, but others
will surprise you.
Just as businesses finally got a handle on millennials, here comes
Generation Z: the group of people born after 1996 who now make
up nearly a quarter of the global workforce.

On the surface, millennial and Generation Z workers share a lot of

similarities. They’re both diverse, they’re both digital natives, and
they both care a lot about how their employer contributes positively
to society. They also place a premium on communication. A study by
Bellevue University found that millennials and Gen Z employees
both list “being a good communicator” as their top preferred quality
in a leader.

That being said, millennials and Gen Z define what a “good

communicator” is in radically different ways, and companies can get
in trouble if they assume Gen Z wants to be communicated to in the
same way as their predecessors. If you don’t understand the
nuances of what Gen Z expects from workplace communication,
confusion and missteps will follow.

To help you avoid any breakdowns when working with your

youngest employees, here are four things you need to know to
effectively communicate with Gen Z.

1. Don’t underestimate face-to-face

communication
If there’s one stereotype about Gen Z that should be dismissed
immediately, it’s that because they are digital natives, they prefer
texting or tweeting over talking in-person. A Gen Z survey by
Yello highlights the problem with this thinking perfectly: 51% of Gen
Z workers say they prefer face-to-face communication, while only
25% prefer to communicate digitally.
What does this mean? Make sure you’re giving younger employees
quality face-to-face time to really get to know them. It’s also a good
idea to walk to their desk for a status update on a project or a catch-
up every now and then instead of sending an email.

Not only can you build a better rapport through face-to-face

communication with Gen Z workers, but you can also begin to earn
their trust. Generation Z doesn't trust authority figures as easily as
other generations; you’re going to have to work for it.

2. Feedback is not only welcomed, but

encouraged
Compared to less than half of millennial workers (47%), 69% of Gen
Z workers in a Randstad study on generational workplace
preferences say they want their manager to mentor them and give
them regular feedback. In other words, Gen Z wants to know where
they stand at all times, and it’s on company leaders and mentors to
let them know.

If the only place your Gen Z workers are getting feedback is during
annual performance reviews, you need to increase the feedback
frequency significantly. One way to do this is to pepper more
performance feedback into your conversations with Gen Z
employees. Another way is to leverage technology that creates
more natural opportunities for real-time performance discussions:

 Performance management systems with continuous feedback

functionality allow both workers and managers to ask for or
receive performance feedback on a more frequent basis.

 Employee recognition apps give companies an Instagram-like

feed where employees can applaud one another’s efforts and
give more visibility across the company into special work
accomplishments.

 With a learning management system (LMS), managers can

recommend training content to Gen Z workers that will help
them develop new skills or shore up existing weaknesses.
By varying the ways in which you give feedback, you can let Gen Z
workers know how they’re doing on a regular basis without these
conversations becoming stale or overbearing.

3. Know that it’s a two-way street

As much as Gen Z values feedback from others, that doesn’t mean
they want all of their conversations to go one way. In fact, a study
by the Workforce Institutefound that 44% of Gen Z workers want
leaders that “listen to their ideas and show they value their
opinions.”

Though many young Gen Z professionals may not feel completely

comfortable speaking up in a new job, it’s important to give them
opportunities to share their ideas so they can be a more integral
part of the team. During brainstorming sessions, ask for their input.
Question them about what they think or feel about a project so they
can see you value their voice. Also, ensure any channels that you
use to give feedback are open to receive feedback as well.

If there’s a serious issue, such as workplace bullying or sexual

harassment, make sure your Generation Z workforce knows how to
report it. Let them know you want the office to be a safe place so
they can feel comfortable communicating distressing situations.

4. Get to the point faster (and make it

visual)
Research suggests Generation Z is even more fickle with their
attention than the already fickle millennials:

 Gen Z has an average attention span of about eight seconds,

compared to 12 seconds for millennials.

 Gen Z splits their time between an average of five different

screens(smartphone, TV, laptop, desktop, and tablet).
Millennials only use three screens.

While Gen Z benefits from being expert multitaskers that are hyper-
selective of the information they observe and retain, it could mean
something important you’re communicating to them could easily be
lost.

To combat this, spell out the need-to-know information or request

first in communications with Gen Z before diving into the less
important details. Mixing up the formatting in written
communications with bulleted lists or bold text can also make it
easier for Gen Z workers to quickly scan messages for the
information that pertains to them.

Using visuals can be even more effective. A study by Pearson found

that, compared to millennials, Gen Z spends more time consuming
visual and video media, and is more likely to share visual content on
social media. In fact, YouTube ranked second behind teachers as
Gen Z’s preferred method for learning.

Whether it’s utilizing a whiteboard during brainstorming sessions

(physical or virtual), or leveraging more charts, GIFs, and drawings
in emails and other communications, using visual communication
can be effective by speaking more to how Gen Z consumes content
every day.

Why Gen Z trends can be dangerous

We’ve spent a lot of time covering the communication
characteristics and preferences that make Gen Z workers unique
from previous generations. There’s some value to this data, for sure,
but it’s also dangerous to blindly follow these guidelines.

At the end of the day, Gen Z is still a group of individuals; individuals

with unique needs and wants that may fall in line with a large
proportion of their generation, or may not. Factors such as culture,
upbringing, and even their role in the company will play just as big
of a role in how a worker communicates as what generation they’re
from. Applying broadstroke Gen Z trends to your Gen Z workforce
could lead to even more problems if your assumptions don’t actually
align with their expectations.

All that to say, the advice covered here is a good starting point, but
don’t forget to survey your Gen Z workforce to understand their
specific preferences when it comes to communication, feedback,
and what they need to be productive and engaged. You’ll never
know how much your young workers differ from the “norm” unless
you find out.

Employee engagement platforms make it easy to regularly gather

worker feedback through automated pulse surveys so you can
quickly adjust your policies and practices as needed.

Need more communication or project

management help?
 Click here to check out all of our latest research on business
management trends and best practices.

While you’re there, you can also find tools to compare top-rated
software products, and advice on how to find, purchase, and
implement the software you need to run your business.

Disclaimer

The applications selected in this article are examples to show a

feature in context and are not intended as endorsements or
recommendations. They have been obtained from sources believed
to be reliable at the time of publication.
How to Improve Communication
Across Generations at Work
Anja Bojic

Did you know that Millennials make up about 22% of the US

population and as much as 33% of the US workforce? I didn’t. But,
being a Millennial myself, I find it essential to understand how
successful cross-generational workplaces are even possible.

The way we communicate at work (and in general) is greatly

affected by the time we were born and the time we are now living
in.

What’s interesting, though, is that certain historical events have

made a significant impact on our values and norms in all spheres of
life — even affecting the way we communicate at work.

Why is this important? Well, many present-day companies are now

handling a multi-generational workforce in which members of
several generations are learning to communicate, collaborate, and
cooperate for the greater good of the organization.

Are you now picturing a multi-generational workplace? I am, too. Do

you think such a workplace can be successful? Well, I believe it can,
with proper guidance and mutual understanding. (I know, I’m such a
Millennial.)

There’s no one road to success and no one way to make a multi-

generational workplace work. We can help you with this by outlining
communication preferences by generation and discussing common
challenges that usually arise in cross-generational work
environments. We’ll also try to provide you with practical ways to
improve how your diverse workforce communicates at work.

Stay with us as we embark on this cross-generational adventure.

Communication preferences by generation

While it’s crucial to treat each employee as an individual and not
succumb to generational bias, being aware of some general
differences between generations isn’t a bad thing. Although not all
generations are members of the global workforce, we can account
for seven living generations:

 The Greatest Generation (born 1901–1927)

 The Silent Generation
 The Baby Boomers
 Gen X
 Millennials
 Gen Z
 Generation Alpha (born 2013–present)

To get a better understanding of what shaped the five working

generations’ views of workplace communication, let’s examine what
events have made an impact on them, what they expect at work,
and how they prefer to communicate with others:

The Silent Generation: “Traditionalists”

 Born between 1928 and 1945

 Age 76+
 They make up about 2% of the US workforce

🔸 Who is the Silent Generation?

Growing up in the shadow of the Great Depression and WWll, the

Silent Generation is the second oldest generation alive (preceded
only by the Greatest Generation). Some of them are still working —
some because they want to, others because they have to. They
were raised in a world without present-day technology and other
modern amenities. Many have lived through difficult economic times
and have thus learned to be financially diligent. Thanks to their
strong core values, they work very hard.

🔸 Ideal workplace setting for the Silent Generation

Although being familiar with modern technology, most Silent

Generationers aren’t that comfortable using it. To create a positive
work environment for a member of this generation, you should try to
provide offline options for task completion and project management.
This generation appreciates personal interactions and is most likely
to thrive on face-to-face communication.
🔸 How to manage a member of the Silent Generation?

Silent Gen prefers speaking upfront and having in-person

discussions. Your entire workforce could benefit from picking the
brains of Silent Generationers, so encourage them to share their
knowledge and expertise with others. To truly connect with a
member of the Silent Generation, go with a written note.

🔸 Preferred way of communication for the Silent Generation

Most members of the Silent Generation prefer a strictly formal way

of communication. They remain faithful to the written word and
appreciate being consulted for important questions or problems. For
them, respect, hierarchy, and experience play a crucial role — they
tend to reinforce the use of formal titles. Moreover, they are great
rule-followers with respect for authority and structure, including
perfect grammar and impeccable manners.

The Baby Boomers: “The Counterculture Generation”

 Born between 1946 and 1964

 Age 57–75
 They make up about 25% of the US workforce

🔸 Who are Baby Boomers?

The members of the Baby Boomer generation are considered the

wealthiest and most influential generation in the world — they
make a significant part of the modern-day workforce. They have
lived through some quite violent events, including several wars, the
JFK assassination, and the MLK assassination. Despite that, Baby
Boomers are known for their work-ethic and goal-centric tendencies
— many hold positions in state and federal governments. Even
though they didn’t grow up with technology, they are more
comfortable using it at work.

🔸 Ideal workplace setting for Baby Boomers

For Baby Boomers, job security is a top priority. Similar to the Silent
Gen, Baby Boomers thrive on formal and structured work settings.
Having been raised without digital communication, this generation is
more compliant with group meetings interactions and generally
more flexible at work.

🔸 How to manage a member of the Baby Boomer Generation?

Hard-working as they are, Baby Boomers value being recognized for

their knowledge and skills. They are usually experts in their fields
and are often very happy to share their knowledge. They should be
encouraged to mentor younger workers.

🔸 Preferred way of communication for Baby Boomers

Great supporters of face-to-face communication, Baby Boomers

value formality and directness in communication. They also tend to
rely on email and phones for workplace communication, considering
that’s the closest there is to in-person communication. Baby
Boomers appreciate being given background information and
details. They like their communication balanced between email,
voicemail, meetings, and in-person communication.

Gen X: “The Slacker Generation”

 Born between 1965 and 1980

 Age 41–56
 They make up about 33% of the US workforce

🔸 Who is Gen X?

The members of Gen X were mostly shaped by two major events —

the Challenger disaster (1986) and the Gulf War (1991) — but others
had their share as well. Coming between the Baby Boomers and
Millennials, Gen Xers are sometimes referred to as “in-betweeners”.
Self-reliant, resourceful, and industrious, this generation has also
been shaped by the rise of personal computers.

🔸 Ideal workplace setting for Gen X

The majority of the Gen Xers prefer a work environment that puts
more emphasis on individuality. In an ideal workplace, they would
be provided with greater physical and psychological space and the
flexibility to manage their workload and achieve “a healthy work-life
balance” — many believe they were the ones to invent this phrase.
🔸 How to manage a member of Gen X?

Gen Xers aren’t fond of being supervised and would thrive on being
allowed greater autonomy to complete their work-related tasks.
Most members of this generation are already well-established in
their careers and can be resourceful assets to the entire company
thanks to their immense experience.

🔸 Preferred way of communication for Gen X

Generation Xers appreciate flexible and informal communication,

making them comfortable using various channels of communication.
Members of this generation mostly prefer communicating via emails,
but an occasional phone call, text, or meeting will also do the trick.
They also feel that the technology should support their professional
growth but are known for shunning micromanagement in the
workplace. They prefer being contacted only during office hours, as
they value their freedom and time off immensely.

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Millennials: “The Last to Grow up Offline”

 Born between 1981 and 1996

 Age 25–40
 They make up 33% of the US workforce population

🔸 Who are Millennials?

Comprising the majority of the current workforce, the majority of

Millennials cite 9/11 as the event that has made the greatest impact
on them. Many of them have started working during the Great
Recession, which additionally shaped their view of long-term
careers. As they grew up in the Internet revolutionized society, they
find it easy to adapt to and accept digital communication and
modern technology.

🔸 Ideal workplace setting for Millennials

For most Millennials, understanding their company’s vision and
doing a job that helps make the world a better place is the dream
work setting. They are always looking for a deeper meaning, so
nurturing, inclusive, and diverse work settings work to their
advantage. They are the first generation to fully embrace remote
and hybrid work — considering that the majority of them do jobs
that can be completed outside the office, such as project
management positions, designer positions, or content production
positions.

🔸 How to manage a member of the Millennial Generation?

Supporters of constructive feedback, Millennials value transparency

and honesty, both in life and at work. According to them, employees
shouldn’t be judged by the number of hours they spend working but
rather by the quality of their work — making them amazing at
multitasking. This generation will thrive in a work environment that
ensures clarity and takes care of their well-being — Millennials will
feel appreciated and motivated to do their best work there.

🔸 Preferred way of communication for Millennials

Considering they grew up texting their friends and family, most

Millennials appreciate communication that facilitates team
collaboration and teamwork. They thrive on using instant
messaging, chatting, and emailing — they don’t feel the same about
in-person meetings and conversations. According to a CompTIA
report, 71% of Millennials said they would choose their workplace
based on the technology it offers. Moreover, they are the ones
supporting the embrace of cloud-based technology in the workplace.

Get started with Pumble

Gen Z: “The Technology Inherent”

 Born between 1997 and 2012

 Age 9—24
 They make up 20.3% of the US population

🔸 Who is Gen Z?
The youngest generation in the workforce, it’s hard to say what
events will impact Gen Z. Born and raised as digital natives, they
are greatly dependent on smartphones and other modern devices.
Thanks to the environment they grew up in, they are more focused
on people and their personalities, rather than race or ethnicity.

🔸 Ideal workplace setting for Gen Z

Some of them have witnessed the 2008 financial crisis, so Gen Z

members value security at work above anything else. When looking
for a job, they mostly focus on stable and long-term opportunities —
they will stay with the same company for a few years before moving
on. Their ideal workplace would be a flexible onethat allows them
complete tasks as they see fit and includes them in process
improvements. Flexible working hours and social responsibility are
also quite high on their workplace priority list.

🔸 How to manage a member of Gen Z?

Gen Z prefers highly collaborative management relationships and

engaging with others in person. They look up to companies with a
clear and strong mission, believing this helps them learn and grow
professionally. Companies that take good care of their employees by
investing in their development are the best ones for Gen Zers —
they will thrive on the possibility of being mentored, coached, and
taught by senior employees.

🔸 Preferred way of communication for Gen Z

With Gen Z, communication should be as transparent as possible —

this is why they need immediate feedback. They can’t understand
how people managed to work without technology as they were
practically born with smartphones in their hands. They rely on video
and voice communication, preferring to do most of their work with
their mobile phones. Their expectations are high when it comes to
the technology at work and would prefer to use their own devices
for work purposes.

The overview of communication preferences by

generation
In his piece on communication between different generations,
Robert Muray illustrates the key differences between Baby Boomers,
Gen X, and Millennials in the workplace. For the needs of the
growing workforce, we’ll expand his illustration to include the Silent
Generation and Gen Z as well. Here are the key differences in
communication across different generations:

Baby
Silent Gen Gen X Millennials Gen Z
Boomers
Face-to-
Email,
face, IM, video, and
Communication Face-to-face phone, Text or IM
email, voice
or text
or phone
Loyalty Working Pleasure then Make me
Attitude to work🧑‍💻 Long-term
first to live work grow
Printed or
Written or Digital Information Information
Informationℹ️ digital
printed form overload mastery
form
Ideas, Progress,
What they want at Respect the All about
ideas, Flexibility first progress,
work👔 hierarchy the titles
ideas progress
Focus 🧐 Recognition Process Results Involvement Collaboration
Work-life Honesty and
Priorities 🔖 Rules Results Security
balance transparency

Common challenges that arise due to

communication differences between
generations
I have equipped you with the basic knowledge to understand what
has affected each generation and shaped the way they
communicate.

And now what?

Now forget everything you’ve learned so far about handling a multi-

generational workplace and go back to the start. The evolution of
remote, hybrid, and distributed teams has had companies starting
all over, rewriting their policies, allowing things they never had
before, and working twice as hard to simply make it work.
The same applies to communication as well — modern
communication technology is evolving, too, but are the people
following? While communication barriers have always been present
in any workplace, in these circumstances, they have become even
more prominent.

Before I go on to give you tips on what to do to make

communication betteramong Millennials, Baby Boomers, the Silent
Gen, Gen X, and Gen Z, let’s quickly acknowledge the possible
challenges that might arise in multi-generational workplaces.

Misunderstanding, miscommunication, misconception

Most companies with a multi-generational workforce often come

across bumps along the road, be they in the form of
misunderstandings, miscommunication, or misconception. Although
there’s no way to know what problems await you at work,
acknowledging them and trying to overcome them is simply a must.

The essence of communication is getting the message across, yet,

this might seem impossible with members of different generations
working in the same place. When everyone has their own view of a
certain problem or situation, they might find it difficult to see things
from another person’s perspective — ultimately leading to conflicts.

Multi-generational companies are often exactly like that — packed

with people who sometimes have a hard time putting themselves in
other people’s shoes. Yet, it’s essential to work past all the mis-
ings to find a mutual language.

My language, your language, their language

In companies employing workers from different generations,

language differences will often come across as problematic points.
With those generations that appreciate formality and hierarchy,
language will generally be more formal and grammatically correct.
Younger generations tend to use informal language, slang, jargon —
the majority of which might even be annoying to others. But the
point is, cross-generational co-workers can sometimes barely
understand each other.
For example, Millennials and Gen Z are comfortable with using
emojis in business while other generations may find it unnecessary.
According to researchon generational differences in the use of
emotional words, some generations prefer to use certain words
more than others. For example:

 Millennials and Gen Z tend to use the “oh my god” phrase

much more than the other three generations
 The Silent Generation is the least likely to use slang
 Gen Z is the generation that uses the most abbreviations
 Profanity is the most noticeable in the language of Baby
Boomers
 All generations reference popular culture relevant to their own
generation, such as TV shows and music

While addressing language barriers in a cross-generational

workplace seems like a demanding job, it’s the bare minimum. If
people don’t understand each other’s language, how do you expect
them to work together towards the same objective?

Get started with Pumble

🚧 Different working styles

Different generations = different working styles and a bunch of

problems for you.

Different working styles come with different communication

styles and once again, you’re the one who has to balance everything
out.

You’ll come across a variety of combinations at work:

 For some employees, doing things thoroughly and slowly is

okay while others prefer multitasking and finishing tasks on the
go.
 Some will always take work seriously and strictly follow rules
whereas others might always seek shortcuts.
 Many like to work in teams and others prefer individual tasks.
In essence, managing a multi-generational workforce seems a lot
like the lottery — you don’t know what you’re going to get but you
have to act accordingly.

🚧 Negative generational stereotypes

Although highly inappropriate, stereotyping remains a silent

destroyer of functional work settings. Many of us have grown up in
environments where stereotyping was done either intentionally or
unintentionally — so we simply can’t avoid transferring it to our
workplace, whether we want it or not.

You realize how this can become a major issue in a company of

several generations — especially when most stereotypes come with
negative connotations.

Beware of the common negative stereotypes about generations:

Silent Gen Baby Boomers Gen X Millennials Gen Z

“Too old to have “Everyone’s a
“Too old” “Lazy” “Tech dependent”
fun” winner”
“Not tech- “Short attention
“Out of touch” “Hippies” “Entitled”
savvy” span”
“Focused on “Can’t handle face to
“Silent” “Technophobes” “Too much tech”
money” face”
“Obsessed with
“No tech skills” “Stuck in ways” “Cynical” “Self-centered”
social media”
“Too “Negative outlook to
“Problem causers” “Bad parents” “Uneducated”
conservative” future”

🚧 Adapting to change

The way each generation adapts to change can also get in the way
of effective communication and progress. Some might find it hard to
accept technology, others might never get used to flexible working
hours. Moreover, the newly popularized workplace arrangements
remain uncharted territory for many.

While there’s no way to predict every employee’s reaction to

change, it’s essential to normalize it and understand how
to communicate change to your team to maintain productivity and
flexibility.

💡 Working with different generations means working with different

teams. Learn more about types of teams and the way they
collaborate here: Different types of teams and how they collaborate

How to improve communication between

generations at work
We have finally come to the most interesting part for you — tips and
tricks to help your diverse staff work together effectively. I hope you
know there’s no one-size-fits-all approach to resolving
communication issues between different generations. But, one thing
is the same for every organization — they have to come up with an
internal communication strategy that will work for THEIR multi-
generational workforce.

Your organization might have 20, 200, or 2000 people, but for your
communication strategy to work, you will have to consider each
person’s communication preferences and expectations. Overcoming
communication barriers will work only if everyone’s on board. Here’s
how to make communication across generations work:

1️⃣Establish clear communication rules

The goal of having clear rules on communication is to provide your

people with official guidelines and minimize the chances for
communication breakdowns. In present-day, high-tech, and mostly
digital work settings, this is simply a must. Here’s how to achieve
this:

#1 Create a clear communication policy

In a multi-generational organization, communication rules are

helpful. Try to come up with a clear communication policy and
outline all the specificities of cross-generational communication.

Start by answering some of the following questions:

  What communication channels are used for daily
communication?
o Example: Pumble is the official communication app,
Zoom is used for video conferencing, Gmail is the official
email service, etc.
 What communication channel is used the most? Is this the
most efficient channel?
o Example: Email, team messaging app, video
conferencing tool, etc.
 What communication channel should be used for emergencies?
o Example: Phone calls after office hours.
 What communication should be a top priority?
o Example: Internal communication, external
communication, communicating with the media, etc.
 What is non-negotiable when it comes to communication?
o Example: Weekly and monthly meetings; face-to-face or
video meetings, etc.
 When are employees expected to respond to emails, text
messages, or IM?
o Example: Email should be answered within 24 to 48
hours.
 How is time-off (vacation, evenings, deep work, etc.) handled?
o Example: Employees aren’t expected to respond after 5
pm on workdays and on weekends.
 How should daily, weekly, and monthly meetings be
conducted?
o Example: Weekly meetings should be short and always
have a different host.

#2 Provide training on communication technology

While communication technology has become an integral part of

most modern workplaces, consider the less tech-savvy generations,
like the Silent Gen or the Baby Boomers. Don’t let technology
affect good team communication and collaboration — teach
everyone to use the communication tools to their advantage.

Organizing a training program for those who find it difficult to

master certain apps or software will be beneficial for everyone in the
long run. If you’ve chosen Pumble as your team messaging app and
expect every employee to use it for daily communication, you
should also ensure that everyone knows what it is and how to use
it effectively.

Get started with Pumble

#3 Provide adequate equipment

Although members of some generations prefer using their own

devices for work, companies should insist on providing professional
equipment for security reasons. Firstly, you will address the issue
of data security and reduce the cyber security risks. What’s more,
you’ll boost productivity and efficiency by giving employees the
tools they need to do their best work. Ultimately, you’ll make sure
that technology doesn’t stand in the way of talent.

2️⃣Acknowledge the multi-generational workplace

If you have a company with employees of different ages and

backgrounds, the best you can do is embrace it and help it thrive.
Make use of diverse talent, skills, and qualities — when properly
combined, these can create a powerful and successful team.
Consider the following:

#1 Address the communication challenges

Don’t disregard the communication issues in the workplace,

however insignificant they may seem. When miscommunication
reigns, there’s no room for collaboration and success.

You’re probably aware that an infinite number of communication

problems may be giving you headaches at work but you can’t be
intimidated by that. You’re the one in charge and the one everybody
will come to when they hit a bump in the road.

You have to think ahead and have a bunch of solutions hidden

somewhere in your office. So, the next time someone comes in and
says “Hey, I don’t know what to do about this”, you can say “Here,
try this and see how it goes.” Teach your employees how to
be effective communicators and watch communication barriers fall
to oblivion.
💡 For more information about overcoming communication
challenges at work, check out our text: How to overcome 14
common communication challenges in the workplace

Free team communication software

Improve communication and collaboration for increased team

efficiency with Pumble.

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#2 Learn what motivates each generation

Motivation does all the work. A satisfied employee is by default

more flexible, more understanding, and more productive. They are
also more willing to communicate and collaborate with others.
Happy employees perform much better at work — they are your
most powerful asset.

If you want your people to communicate and collaborate better,

learning what motivates them goes without saying. According to Dr.
Bea Bourne, DM, a faculty member in the School of Business and
Information Technology at Purdue University Global, each
generation is motivated by the following:

Baby
Silent Gen Gen X Millennials Gen Z
Boomers
Company
Respect Diversity Responsibility Personalization
loyalty
Quality
Recognition Teamwork Work-life balance Creativity
employer
Their personal and
Providing long-term Unique work
Duty professional Individuality
value to the company experience
interests

#3 Recognize individual differences

Most present-day companies have learned to use individuality to

their advantage. In these, Individual differences are celebrated
rather than disregarded. And people are thrilled about it! They get
to be who they are while doing their (dream) jobs — from the
perspective of a Millennial, it can’t get better than that.
To help employers master this part, Dr. Bourne made sure they
know what to do by providing them with concise answers on
improving workplace conditions across generations:

Baby
Silent Gen Gen X Millenials Gen Z
Boomers
Give Offer opportunities
Provide an Allow for flexible
specific Give immediate to work on multiple
enjoyable work schedules and work
goals and feedback projects
environment assignments
deadlines simultaneously

Allow them Provide flexible

Emphasize Ensure work-life
to be work arrangements Handle by results
stability balance
mentors and work-life
balance
Offer
Create Extend Get to know them Support self-
coaching-
opportunities for opportunities for personally and give directedness and
style
contribution personal growth immediate feedback independence
feedback

#4 Settle conflicts accordingly

Conflicts in the workplace are frequent and can be caused by many

things, particularly in cross-generational companies. The way
you resolve conflicts will mostly depend on the context and you are
expected to approach it properly. Consider the following steps:

 Give everyone a voice

 Do not finger-point
 Specify the issue
 Identify the need
 Try to find a common understanding
 Work on an optimal solution

To get to the bottom of a conflict, you have to first understand it —

in other words, find out the cause of it, identify the involved parties,
learn their personal characteristics, etc.

#5 Adapt feedback to each generation

Constructive feedback practices in an organization that employs

several generations can be quite an ordeal, but learning to adapt
the way you deliver feedback can help dodge major bullets in cross-
generational workplaces.

Let’s go over some handy tips:

 Silent Generation
o Be straightforward and tactful
o Avoid being condescending
o Encourage them to participate in performance reviews
o Ease their concerns about being forced to retire
 Baby Boomers
o Recognize their hard work
o Deliver feedback as an opportunity for growth
o Focus on plans, strategies, and goals
o Acknowledge their insights
 Gen X
o Praise their individual growth
o Make it regular
o Reward positive performance quickly
o Consider the work-life balance
 Millennials
o Use the technology to deliver feedback
o Make lists and summaries
o Give positive reinforcement
o Validate their contribution to the organization
 Gen Z
o Make it frequent
o Make it short
o Be direct and
o Keep it constructive

3️⃣Balance the generational GAP

Creating a work environment in which generational differences

aren’t that noticeable is challenging, I’m sure. But it’s also very
necessary. Diversity should be seen as a strength rather than a
weakness — but one should know how to balance the generation
gap and not let hierarchy hamper their efforts. We can help you out
a bit. 👇

#🅶: Grow out of stereotyping practices

Stereotyping isn’t a novel practice at work — it has been affecting
clear judgment and pushing people to make assumptions about
others based on many factors, including their age.

Although sometimes unconscious and innocent, putting labels on

people can be hurting and unnecessary. Plus, it can be a basis for a
discriminatory work environment and consequently cause
productivity issues and even legal problems.

Diversity training, role-playing, and workshops are good ways to

teach your employees what negative stereotypes can do to a team.
Reliving real-life scenarios, people can learn what effects negative
stereotypes can have on people and understand why they can’t be
part of a nurturing work environment.

#🅰: Advocate diversity and inclusion

Modern work environments are one of the most diverse and

inclusive ones in the history of business. By choosing to celebrate
and praise your diverse workforce, you’re letting them contribute
their unique experience to the organization. All companies should
strive for creating a diverse and inclusive workplace.

If you’re still not convinced, here’s what benefits your business can
enjoy by embracing diversity and inclusion:

 Bring out new perspectives

 Support innovation
 Ensure better problem-solving and decision-making
 Increase employee engagement
 Boost productivity and performance
 Have everyone work toward the same goal

#🅿: Promote a respectful office language etiquette

Having a common ground on what kind of language should be

used for communication during office hours will make everyone’s life
easier. Sure, it will be challenging to stop using slang, abbreviations,
or overly formal language — but a consistent office language
etiquette will bring stability and regularity to your cross-generational
team and help minimize communication breakdown.
Aim for a professional and respectful tone, but also allow your
employees to express their language differences in an inoffensive
way. Reinforce clarity and transparency in communication to
maintain understanding among your cross-generational workforce.

4️⃣Encourage stronger relationships among employees

Close-knit teams are more likely to perform better, engage more

frequently, and practice effective decision-making. For a multi-
generational company, it can be challenging to do this but it’s not
entirely impossible. You can help your team feel more connected by
encouraging frequent communication, creating chances for learning,
and organizing various activities.

#1 Support frequent communication

Don’t be afraid to give your people a little push on this one — they
might be hesitant or shy to make the first move. Encourage them to
communicate both on formal and informal topics but also make sure
they are maintaining a balance between work communication and
chit-chat.

Pumble will do wonders here, especially as it allows users to create

public and private channels, depending on what they need. You can
use it for formal communication and create strictly professional
channels for sharing relevant company information. You can also
create channels for communicating non-work-related stuff, such as
a #random channel, a #movie-night channel, or a #friday-
afternoon-cafe channel.

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#2 Create a learning environment

What’s great about a multi-generational workplace is that

employees can share their diverse experiences and learn from each
other! Here are a few ideas:

 You can put senior employees in charge of mentoring junior

ones on important company practices.
 Considering that junior employees are digital natives, they can
help the seniors with modern communication technology.
  Juniors should also be given opportunities to showcase their
skills through presentations, workshops, or webinars.
 You can make the practice of assigning work buddies a
common practice in your company — it will help new
employees adapt quicker.
 Find out what topics all employees are interested in and
provide them with opportunities for growth by investing in
courses of their preference.

You’ve got so many options now that it would be a shame not to

take them to your advantage.

#3 Host team-building and team-bonding activities

What can help people feel more connected than a little bit of fun
and relaxation? Even in remote and hybrid work settings, organizing
entertaining and enjoyable activities isn’t an impossibility anymore.
You can consider the following:

 Team-building activities: A weekend away to the mountains,

a spa day, or a whole-weekend teaching seminar
 Team-bonding activities: (Virtual Pub) Trivia, (virtual) happy
hours, or a (virtual) book club — note that all team-bonding
activities can be adapted to your work setting, be it remote,
hybrid, or distributed.

Whatever you opt for, don’t make it a one-time thing. Aim for two or
three get-aways a year and weekly/monthly fun activities.
Sometimes, strong and meaningful relationships need a little push
to reach their full potential — why let disconnectedness stand in the
way of that?

5️⃣Be a role model

Whatever you want to see happen in your organization, you have to

model it. People are always looking for role models, so be one. If you
want your cross-generational staff to communicate properly, you
have to show them how. If you want them to respect their
colleagues and teammates, you have to treat them all with respect,
too.
Allow yourself to be approachable and work on flattening the
hierarchical curve — establish yourself as a collaborative
leader rather than a control-and-command one.

Collaborative leadership might be the best approach for a multi-

generational workplace. Why?

Collaborative leaders are led by the idea that we’re smarter

together — they choose to rely on the collective intelligence and
talent of their organization, especially when it comes to resolving
intricate problems and engaging everyone in decision-making. They
know that a cross-generational workforce will have a lot to
contribute, thanks to their varied backgrounds and perspectives.

Help your multi-generational teams

communicate better with Pumble
To improve communication across generations at work, you need to
establish clear communication rules.

For example, you can encourage your team members to use a team
communication app, such as Pumble, for daily communication — to
keep all conversations well-organized in one place thanks to Pumble
channels.

Moreover, with Pumble, you can ensure everyone will be on the

same page, as the software is intuitive and easy to use, so even the
less tech-savvy generations can find their way around Pumble in no
time.

After all, the most important thing is to make your multi-

generational teams feel connected — so, along with strictly
professional channels, encourage your teammates to create
channels for off-the-record topics, such as a #random, #movie-
night, and #books channels, for example.

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