Generational differences may contribute to different experiences and perspectives within a team, but they do not define an individual staff member. When a misperception arises, pause before making a judgment based on age, generation, or career stage. Instead, get to know the staff member as an individual, communicate expectations clearly, and consider what you can learn by talking with them directly.

As you review the examples of assumptions below, consider the suggested ways to flip each assumption and focus on the individual. As these situations arise in your everyday interactions with staff, pause and consider what you can learn by getting to know the individual.

Technology

Assumption: Baby Boomers are less comfortable adopting new technologies.

How to flip: Technology skills and comfort levels vary from person to person. Instead of attributing the staff member's learning pace to age, identify what support or practice the staff member needs to become comfortable with the new system.

Experience

Assumption: Younger staff do not have enough experience to make informed decisions.

How to flip: Newer staff can bring valuable knowledge and perspectives, while experienced staff can offer insight from their time in the field. Create opportunities for staff to share ideas, ask questions, and learn from one another.

Communication

Assumption: Older staff prefer traditional forms of communication, while younger staff prefer digital communication.

How to flip: Staff members have different communication preferences. Rather than connecting a preference to age or generation, ask staff how they prefer to communicate and consider what approaches will help them feel comfortable sharing questions, concerns, and ideas. Encourage staff members to also consider how the recipient of their message prefers to communicate as well.

Collaboration

Assumption: Generation X prefers autonomy over collaboration.

How to flip: A preference for autonomy does not mean a staff member does not value collaboration. Work styles vary among individuals, regardless of age or generation. Talk with staff members about how they work best and identify opportunities for both individual responsibility and teamwork.

Feedback

Assumption: Gen Z is less receptive to constructive feedback.

How to flip: Staff members may have different preferences for receiving feedback. Ask how the staff member prefers to receive feedback, clarify expectations, and provide specific, supportive feedback that helps the staff member grow.

Change

Assumption: Older generations are less open to change.

How to flip: Questions about change do not necessarily indicate resistance. Take time to explain the purpose of the change, listen to concerns, and invite staff to share ideas about how the change can be implemented successfully.

Professional Appearance

Assumption: Professional dress and appearance matter less to younger generations.

How to flip: Professional appearance can look different across individuals and generations. Make sure program expectations for dress and appearance are clear and communicated to all staff. Focus on whether staff members understand and follow those expectations rather than judging professionalism based on personal preferences or generational expectations.

Career Growth and Flexibility

Assumption: Millennials expect rapid career advancement and greater workplace flexibility.

How to flip: Staff members may have different career goals and scheduling needs. Rather than attributing a request for advancement or flexibility to a person's generation, ask about their goals, strengths, and needs and explore options that support both the staff member and the program.