Are Generational Differences at Work Really a Big Deal?

We’ve all seen the headlines: Boomers are stuck in the past, Millennials want trophies for turning up, and Gen Z can't look away from TikTok. The idea that different age groups have totally different attitudes and values at work sounds convincing – but is it actually true?

As people professionals, it’s time we take a closer look at the evidence behind all the generational hype and ask: what really matters when it comes to supporting people at work?

Is There Any Truth to It?

Despite what we often hear, proper research shows that the differences between generations are actually pretty minor – and inconsistent. A lot of what we think of as “generational behaviour” is better explained by someone’s life stage, personality, or current situation.

Think about it: a 24-year-old and a 42-year-old who both just became parents might want similar things from their employer, even if they’re from completely different generations.

So why do these myths stick around? Simple, our brains love shortcuts. Generational labels help us make quick sense of things, even if it’s not accurate. But the risk is, we end up falling into stereotypes that just aren’t fair or helpful.

What Should HR and L&D Be Focusing On Instead?

Rather than trying to tailor your management style to each generation, here’s what really works:

• See the individual, not the stereotype – Help your managers understand their team members as unique people, shaped by their own experiences, not just their age.

• Use mentoring as a two-way street – Pair people from different generations to share knowledge and support each other. Younger employees bring fresh ideas; older employees bring valuable experience.

• Make talent decisions based on real data – Don’t let age or assumptions guide promotion or hiring. Use fair, structured assessments to spot leadership potential in people you might otherwise overlook.

• Encourage honest feedback – Give your people the tools to have open, respectful conversations. It builds trust, breaks down barriers, and helps everyone grow.

Time for a New Conversation

Instead of focusing on what separates generations, let’s shift the conversation to what brings people together – like shared goals, a sense of purpose, and the desire to do meaningful work. In our next blog, we’ll dig deeper into how HR and L&D can support people at all stages of life and career – not based on when they were born, but based on what they need. Let’s ditch the stereotypes and build workplaces where everyone can thrive.

To find out more about latest research into generational differences, download our free eBook!