It's interesting to note that these differences are deeply ingrained and can be challenging to change, as they are strongly tied to each generation's genetics, background and collective experiences. Simply trying to see things from another generation's perspective may not be the most effective approach to fostering inclusivity.

Therefore, let's examine each generation's values and differences more closely to understand how they can interact positively and grow from meaningful experiences together.

Traditionalists are individuals born between 1928 and 1945. They currently represent only a tiny portion of the workforce. Traditionalists have valuable experience and often serve as mentors to younger employees.

Boomers were born between 1946 and 1964 and currently comprise most of the working population. The birth rate increased during the post-WWII rebuilding era.

Values: Boomers are hard-working individuals more willing to take risks to pursue their goals. They are dedicated to their jobs and loyal to their employers.

Employee: Boomers have a traditional mindset in the workplace and value an established hierarchy of responsibility and authority. They don’t need constant feedback about their work but like insight into development opportunities that may help them improve and succeed.

Contribution: Boomers are willing to take risks and challenge the status quo to help create innovative workplaces and inspire their teams. They are often motivated to serve in higher-level positions that allow them to teach younger generations about structure, relationship development, and communication, thus making them good mentors.

Management: Many Boomers are approaching retirement age and value flexible work schedules. Many experienced Boomers may delay retirement if offered reduced schedules, home working, or flexible hours.

Generation X (Gen X) consists of individuals born between 1965 and 1980. This generation is known for its independent and entrepreneurial spirit. Due to its smaller size compared to the Baby Boomer and Millennial generations, Gen X is also referred to as the “Middle Child” generation. Gen X values relaxed and flexible work environments.

Values: Gen X individuals are laid-back and independent. They value friendly and flexible workplaces and prioritise productivity over hours worked. They seek efficiency and innovation in their professional and personal lives and appreciate autonomy in decision-making and mentorship.

Employees: Independence and personal development are essential to Gen X. They prioritise a healthy work-life balance and prefer working for companies that offer monetary rewards such as bonuses and stock options.

Contribution: Gen X individuals are sceptical of current procedures that require them to take risks that do not result in progress and innovation.

Management: Gen X employees prefer more autonomy in fulfilling their duties. Given that many in this generation have families, including adult children, they require flexible structures to maintain an excellent work-life balance.

Millennials, born between 1981 and 1996, are the fastest-growing segment of the workforce. The name "Millennials" is derived from the fact that the oldest members of this generation reached adulthood around the turn of the millennium. Additionally, they are the first generation to come of age in an era of rapid technological advancement, often called the New Industrial Revolution.

Values: Millennials prioritise meaningful work that allows them to grow and utilise their creative skills. They are adept at using technology to increase efficiency and make a long-term impact within their teams.

Employees: Millennials are typically results-oriented and may assist older generations in integrating new technologies into the workplace to improve overall efficiency.

Contribution: Millennials are passionate about creating relaxed work environments and are unafraid of challenging authority and the status quo to develop innovative solutions to workplace challenges.

Management: Millennials value high-quality performance and expect the same value addition from their managers or superiors. They require skill mentorship and consistent feedback to thrive within a company. This can help managers implement strategies to improve the skills of their Millennial employees.

Centennials are individuals born between 1997 and 2015, making them the first generation born into the new century. They are just beginning to enter the workforce and could make up as much as 25%. Centennials are known for their broad and innovative thinking, which benefits employers as they readily adapt to technological shifts and have a global mindset.

Gen Z (Centennials) is the generation that thrives the most on social networking. They are true digital natives, having grown up with the internet and social media as integral parts of their lives. Centennials spend a significant amount of time on platforms like Instagram, TikTok, and Snapchat.

Values: Centennials prioritise authenticity, truth, and connectivity in their relationships. Due to their upbringing in a technology-centric world, they expect the same in return from their managers, making them more adaptable to change.

Employee: Centennials are beginning to enter the workforce and prefer flexible work environments, clear directions, and transparency about their work.

Contribution: Centennials seek job security and generally prefer to stay with the same employer for several years. They value flexible working hours and workplaces that prioritise diversity and social responsibility.

Management: Centennials' managers should invest in their growth and offer them mentorship, coaching, and training opportunities.

Source: