Addressing Generational Bias in Communication

At #SHRM25 last week, I was asked this question from an attendee. "As a millennial in a leadership role, I'm struggling to be heard in a room full of older leaders while also trying to advocate for Gen Z employees. How can I assert my value, bridge generational gaps, and ensure my voice matters when I'm the youngest person at the table?" If you feel the same way, here are tips for you to consider. 💬 First, Acknowledge Your Unique Advantage Being the “in-between” generation is a strategic superpower. You understand the legacy of Boomers and Gen X while also speaking the language of Gen Z. Use that dual fluency to position yourself as the bridge, not the outlier. ✅ Tips to Own the Room & Bridge Generations 1. Start with Value, Not Age * You don’t need to prove your worth by age—prove it by insight. * Lead with data, solutions, or outcomes you’ve delivered. * Phrase your ideas in the language senior leaders respect: strategy, ROI, risk mitigation, long-term vision. * Try: “Here’s what I’m seeing in our younger talent that could future-proof our culture and reduce attrition.” 2. Use the “Translator” Mindset * Reframe Gen Z ideas in ways older execs value. * Instead of “They want more work-life balance,” say: “We’re seeing a shift in how this generation defines productivity—it’s more outcome-focused, which can actually increase engagement if we lean into flexibility.” 3. Ask, Don’t Just Tell * Invite curiosity by asking thoughtful questions. “How have you seen talent retention change over the last decade?” “What are your concerns about adapting to new expectations—and how can I help translate those into actionable changes?” * When people feel seen, they listen back. 4. Anchor in Business Impact * Connect generational insights to bottom-line outcomes. * Gen Z wants feedback? Link it to performance acceleration. * They crave purpose? Connect it to brand reputation and loyalty. * Use language that says, “I’m here to make all of us better.” 5. Embody Confidence Without Apology * Don't overexplain or minimize your ideas. You earned that seat. Take up space. * Drop qualifiers like “I may be wrong, but…” * Replace with “What I’ve noticed is…” or “Here’s a perspective we may be missing.” Your perspective is a strategic lens the room needs. 6. Build Quiet Influence Between Meetings * Some of your most powerful moments happen outside the boardroom. * Build 1:1 relationships with older leaders. Listen to their journey, ask for mentorship, and in return—share what you’re observing on the ground floor. * Influence grows exponentially when there’s trust behind closed doors. ✨ Final Thought: You're not just navigating a generational divide—you’re building the bridge between what was and what’s next. Own that role. You have exactly the perspective your team needs right now. To learn more, check out this workshop that addresses this important topic. https://lnkd.in/dJ-XVTK Emily Skoubo Dominique Blue

The Deadline Was 6:00 PM. The Culture Broke down at 5:00 PM The leader sent an email at 5:00 PM. Deadline? 6:00 PM. One stayed back. One packed up and left. No drama. Just a decision. Not entitlement. Not rebellion. Just one person who’d drawn a line, And another who wasn’t sure they were allowed to. Often called a generational gap. But this isn’t about age. It’s about conditioning — what professionals have been taught to tolerate. For years, the unwritten rules were: ⇢ Staying late signals leadership ⇢ Absorbing chaos equals commitment ⇢ Boundaries are a sign of disloyalty And yet, there's surprise when people start walking away. Here’s the uncomfortable truth: Gen Z didn’t break the system. They’re simply the first to say: "This doesn’t work." Not disengaged. Just done pretending. Done with chaos dressed up as urgency. Done with stress passed down instead of clarity passed across. Done with cultures that frame burnout as dedication. They still care — just not at the cost of themselves. This isn’t a generation problem. It’s a communication problem. Not just a lack of listening — But a lack of context. The story, the ‘why’, the direction. And above all — what it means for them. Disengagement doesn’t start with apathy. It starts with exclusion. When people are asked to execute, But never invited to understand. Context isn’t a luxury. It’s a leadership responsibility. And the ones holding it together? The brittle middle. Burnt out. Still absorbing the pressure. Still hoping someone will finally say: "This isn’t sustainable." When meetings go quiet. When tension fills the air. When high performers exit without notice — That’s not a retention issue. That’s a culture system flashing red. By 2030, Gen Z will shape nearly half the workforce. The ones who thrive won’t be the ones who push harder. They’ll be the ones who redesign work to make sense again. This isn’t theory — I’m working with teams living this reality. If you're navigating this tension, I’d be glad to share what's helping shift it on the ground. Let’s build something people don’t have to recover from. #careershifts #orgculture #leadership #genz #futureofwork #culturereset #boundariesandburnout

During a presentation I gave last week, I asked college-aged students to rank their own proficiency with the National Association of Colleges and Employers’ Career Readiness Competencies 📋 And wow, did we get some interesting answers 👀 We know employers believe #GenZ need to work on their communication, professionalism, and critical thinking skills. But, what do early career Gen Zers have to say about their competencies? 🎤 Well, these scholars believe their critical thinking, teamwork, and communication are top notch. They acknowledge their shortcomings in professionalism and also see career and self development as an opportunity for growth. But, there’s a disconnect between what employers believe early career professionals have down (technology and equity & inclusion) and how Gen Z ranks their most developed competencies (critical thinking, teamwork, communication). While both groups I presented this ranking activity to had some variance in their top competencies, they both agreed that career and self development was their area of lowest proficiency. So, what do we do about this? Well, I believe it starts with an honest conversation with employers about the intergenerational workplace. Do we believe Gen Z is bad at communicating, or are early career professionals simply communicating differently? Is professionalism lacking, or are we exhibiting bias toward the most diverse generation to date? Are we getting stuck in new ways of collaborating and communicating by not considering how to ensure our teams are truly intergenerational? We need to step back and do a couple of things ⬇️ ✅ Lean into early talent strengths (which will, of course, be nuanced and context dependent) ✅ Ensure expectations are clear across the workplace ✅ Engage in transparent conversations ✅ Align performance reviews and check-in conversations with the career readiness competencies ✅ Envision how you want your team to operate at an intergenerational level

𝗨𝗻𝗽𝗼𝗽𝘂𝗹𝗮𝗿 𝗼𝗽𝗶𝗻𝗶𝗼𝗻. 𝗡𝗼𝘁 𝗮𝗹𝗹 𝗚𝗲𝗻 𝗭 𝗮𝗿𝗲 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲. Some deeply care for their work. I read the headlines like you do. Bias. Job hopping. Low engagement.  1. 31 percent of hiring managers say they avoid Gen Z candidates.   2. 36 percent admit bias against Gen Z, citing job hopping, weak professionalism, and low reliability.   3. Managers report stress working with Gen Z. One in four would avoid hiring them if they could. 𝗕𝘂𝘁 𝗼𝗻 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱 𝗜 𝘀𝗲𝗲 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗲𝗹𝘀𝗲. When we give a clear goal, fast feedback, and a small piece of real ownership, many young teammates shine.  • They write things down.  • They ask why.  • They spot blind spots we miss. When we toss only tasks with no context, they switch off. That part is on us. 𝗪𝗵𝗮𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗰𝗮𝗻 𝗱𝗼 𝗻𝗼𝘄  • Set one outcome that matters. Explain the why.  • Give weekly feedback that is honest and kind.  • Pair a young owner with a steady mentor.  • Reward process and teamwork, not just hero moments.  • Keep flexibility high and standards higher. 𝗪𝗵𝗮𝘁 𝗜 𝗮𝘀𝗸 𝗳𝗿𝗼𝗺 𝗚𝗲𝗻 𝗭  • Show your work in writing.  • Ask for context when it is missing.  • Own one small result end to end.  • Share what you learned so the team gets faster. 𝗔𝗻𝗱 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵 𝗶𝘀, 𝗚𝗲𝗻 𝗭 𝗶𝘀 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗯𝗶𝗴 𝗽𝗮𝗿𝘁 𝗼𝗳 𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲. They are not a problem to fix. They are a promise to guide. If both sides move a little, the work gets better for everyone.

Remember when our parents said "back in my day..." and we rolled our eyes? Well, it's 2025 and now we have FIVE generations saying it in different Slack channels. Sitting in a client's office, I watched a Gen Z designer passionately pitch a mental health initiative while the Silent Generation board advisor nodded thoughtfully before asking, "But what's the ROI?" A perfect microcosm of our new reality. Last week at AI ALPI, we delved into this fascinating workplace theater playing out across companies worldwide: → The Great Generational Convergence of 2025 isn't just demographic trivia—it's fundamentally reshaping leadership paradigms → Our research revealed a striking paradox: 78% of leaders unconsciously hire, promote, and value those who mirror their own generational approaches to work ↳ Yet the highest-performing teams in our dataset were those with maximum generational diversity and leaders trained in "Gentelligence" I observed something fascinating at a Fortune 100 tech company recently—they've created "Generational Translators" who help bridge communication differences. Their VP of People showed me how a simple request like "Please provide updates on the project" generates five distinctly different responses across generations! → Boomers deliver formal documentation → Gen X sends a bulleted list of key points → Millennials create a collaborative deck → Gen Z shares a video walkthrough → And yes, their lone Silent Generation consultant still hand-delivers a printed memo In Q1 2025, companies practicing intentional generational integration saw 3.2x higher rates of successful knowledge transfer and 41% fewer "regrettable departures" than those allowing generational siloing. As one CHRO told me, "We spent decades trying to minimize differences. Now we're learning that our competitive advantage lives precisely in those differences." Saturday thought experiment: How might your Monday morning meeting change if you deliberately sought out the generational perspective most different from your own? 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #FutureOfWork #GenerationalDiversity #HRTech #LeadershipInnovation #Gentelligence #WorkplaceEvolution #AI4HR #2025Trends

🗣️ When people from entirely different eras share the same workplace, friction is easy, but so is opportunity. Some organizations are realizing that experience does not have to flow in only one direction. By flipping the traditional mentorship model, they are creating space for younger professionals to share 🔀 fluency in emerging tools and trends, while seasoned leaders offer context, judgment, and perspective. When curiosity replaces hierarchy, generational gaps turn into a real advantage and respect becomes a two way street. 𝑾𝒉𝒂𝒕 𝒅𝒐 𝒚𝒐𝒖 𝒕𝒉𝒊𝒏𝒌? 𝑨𝒏𝒏𝒊𝒆    --- NEW YORK (AP) — Barbara Goldberg brings a stack of newspapers to the office every day. The CEO of a Florida public relations firm scours stories for developments relevant to her clients while relishing holding the pages in her hand. “I want to touch it, feel it, turn the page and see the photos,” Goldberg said. Generation Z employees at O’Connell & Goldberg don’t get her devotion to newsprint when so much information is available online and constantly updated, she said. They came of age with smartphones in hand. And they spot trends on TikTok or Instagram that baby boomers like Goldberg might miss, she said. The staff’s disparate media consumption habits become clear at a weekly Monday staff meeting. It was originally intended to discuss how the news of the day might impact the firm’s clients, Goldberg said. But instead of news stories, the conversation often turns to the latest slang, digital tools and memes. The first time it happened, she listened without judgment, and thought, “Shoot, this is actually really insightful. I need to know the trending audio and I need to know these influencers.” Of her younger colleagues, she said, “they know the cultural conversation that I wasn’t thinking about. With at least five generations participating in the U.S. workforce, co-workers can at times feel like they speak different languages. The ways people born decades apart approach tasks may create misunderstandings. But some workplaces are turning the natural divides between age groups into a competitive advantage through reverse mentoring programs that recognize the strengths each generation brings to work and uses them to build mutual skills and respect. Unlike traditional mentorships that involve an older person sharing wisdom with a younger colleague, reverse mentoring affords less experienced staff members the opportunity to teach seasoned colleagues about new trends and technologies. “The generational differences, to me, are something to leverage. It’s like a superpower,” Goldberg said. “It’s where the magic happens.” Here are some ways to make the most of a multigenerational workplace. GO to Article... https://lnkd.in/ga5T-bYx #Leadership #FutureOfWork #WorkplaceCulture Hon.

Worried your hiring strategy isn’t getting the results you want? Here's why: You're too focused on attracting talent Not on retaining and managing them well. Try this instead: ➡️ Tailor your communication style to each generation. ➡️ Align motivation with what drives each group. ➡️ Build a culture that thrives on collaboration between different age groups. From my coaching, years of hiring experience, and research... Here’s what different generations don't like, and what to do about it: Millennials: ➡️ Rigid corporate structures Create a flexible, team-oriented environment. Encourage open communication. ➡️ Lack of transparency Communicate goals, changes, and feedback openly. Keep Millennials informed and engaged. ➡️ No career growth Offer clear pathways for advancement, provide mentorship, training, and development opportunities. ➡️ Outdated technology Invest in modern tools. Streamline processes to maintain efficiency and engagement. Boomers: ➡️ Exclusion from decision-making Involve them in strategic discussions. Support them with tech adoption at their own pace. ➡️ Poor work-life balance Promote a flexible work environment. Respect their boundaries between work and personal life. ➡️ Feeling disregarded Create a culture where contributions from every generation are valued equally. Gen Z: ➡️ Lack of autonomy Give them responsibility. Trust them to manage their tasks while providing guidance. ➡️ Told what to do without context Explain the "why" behind decisions. Encourage independent thinking. ➡️ Hierarchies blocking collaboration Promote flat organisational structures that boost teamwork and communication. ➡️ Inefficient meetings Use digital tools for asynchronous communication. Keep meetings sharp and focused. In other words, create mixed-gen working groups, let Gen Z lead sprints, millennials bridge the gaps, and Boomers advise on strategy. No matter the industry, the lesson remains the same.

“When there is a lack of clear expectations, when there is a misunderstanding, that typically leads to some type of disconnect. How you bridge that is truly through understanding how people communicate.” --Kamber Parker Bowden, CEO and Founder of Generational Performance Solutions. In my latest podcast episode, Kamber describes the issues she frequently helps executives and managers with as they lead multigenerational teams through today’s challenging business conditions, navigating much uncertainty. Sharing insights about younger generations (as a Millennial herself), Kamber explains what matters to Gen Zers at work: “If somebody is not fulfilled, even if they're getting paid what they want to get paid, but they're not fulfilled in other ways and there aren't growth opportunities, they will leave.” She shares her own work experiences and where she found an important, continuing disconnect: “So many companies put so much effort into the recruiting and not as much on the growth, the development, the retention, the activation of talent.” Kamber recognizes how different age groups emphasize upskilling or prefer entrepreneurship, engage in side hustles or focus on flexibility, recognizing that everyone has their own individual needs. She is clear that leaders need to lean in and learn. In the modern work landscape, operating digitally mature businesses requires shifting mindsets and approaches to integrate all generations. Confronting the downside can be helpful to adjust people’s perspectives: “And I always ask them ‘what happens if you don't?’ Things are not changing, they've already changed. So are you going to be ahead of the curve?” She talks about improving communications, setting expectations, and discovering motivations as key drivers to understand Gen Zers as well as older generations. “We have to be what I like to call ‘generationally curious’ and I think that's a true leadership skillset.” Listen to Kamber’s clear guidance that can reduce tensions and turnover and improve collaboration and creativity among and across your diverse teams and multigenerational workforce. Watch or listen on your favorite platform using the links below.

Managing a multigenerational workforce isn’t just a nice-to-have�� It’s a strategic advantage (if done right). But too often, it’s treated as a challenge instead of an opportunity. Let’s break it down. Right now, your team could include: ➟ Baby Boomers (1946–1964) – Loyal, experienced, process-oriented ➟ Gen X (1965–1980) – Adaptable, independent, pragmatic ➟ Millennials (1981–1995) – Collaborative, tech-savvy, growth-focused ➟ Gen Z (After 1995) – Digital natives, purpose-driven, agile Each brings a unique mindset, but that also means friction is possible. To turn that friction into fuel, you need two things: ➟ An inclusive mindset ➟ A cross-generational strategy Here’s how to approach it: 1. Forget Stereotypes Don’t assume older employees resist tech or that younger ones lack loyalty. People surprise you when you stop boxing them in. 2. Ask Questions—Not Just Give Instructions Bridge generational gaps through honest, thoughtful conversations. “Which communication styles work best for you?” “What would help you grow here?” Answers will surprise you—and inform your strategy. 3. Encourage Collaboration, Not Competition Put Boomers and Gen Z on the same team? You get wisdom + innovation. It’s not about age—it’s about synergy. 4. Address the Tech Gap Train. Re-train. Upskill. And most importantly, normalize learning at all levels. 5. Benefits That Fit Everyone Don’t just offer flexible hours for Gen Z or pensions for Boomers. Design perks that are customizable across generations. 6. Support Work-Life Balance 72% of employees (across generations) value it. So prioritize it, not just for the young parents, but for the 58-year-old caregiver, too. Do you know the hidden advantage? A well-managed multigenerational team brings serious ROI: ✅ Innovation Fusion – Diverse viewpoints spark new ideas ✅ Knowledge Transfer – Experience meets fresh thinking ✅ Market Insight – Each generation reflects a unique consumer segment ✅ Employee Retention – People stay where they feel seen and valued ✅ Adaptive Leadership – Future-ready, human-first leaders are born But it’s not without its hurdles: ❌ Communication breakdowns ❌ Tech skill gaps ❌ Misaligned career expectations ❌ Resistance to change ❌ Leadership blind spots Which means you need intentional leadership— Built on empathy, flexibility, and inclusion. So the real question isn’t: “Can we manage all these generations?” It’s: Are we designing a workplace where every generation thrives? ♻️ Repost to help your network lead with empathy—and strategy. —- 📌 Want to become the best LEADERSHIP version of yourself in the next 30 days? 🧑💻Book 1:1 Growth Strategy call with me: https://lnkd.in/gVjPzbcU #Leadership #Inclusion #Workforce #Growth #Teamwork

Tackling the Generational Divide in Talent Acquisition ! Hiring across generations presents both unique challenges and opportunities, especially as workplaces increasingly become more diverse in terms of age. Here are some key challenges that organisations might face when hiring across multiple generations: 1. Adoption to technology and digital awareness Tech-Savviness: Younger generations (Millennials and Gen Z) are generally more comfortable with digital tools and technology, while older generations may need more training or support in adapting to new technology or systems. Bridging the Gap: Ensuring that all generations are equipped with the necessary digital skills can be a challenge, but also an opportunity for intergenerational mentorship, where younger employees can help upskill older generations. 2. Contrasting Priorities and Performance Styles Generational Differences: Each generation may have different expectations in terms of work-life balance, job flexibility, communication style, and leadership preferences. For instance, Baby Boomers may prefer structured environments and face-to-face communication, while Millennials and Gen Z might expect flexibility, remote work options, and a more collaborative, tech-driven culture. Managing Expectations: Balancing these differing expectations can be difficult. For example, younger employees may prioritize career growth and work flexibility, while older employees might prioritize job security and benefits. 3. Communication Technique Preference for Communication: Different generations may have varying preferences for communication, from face-to-face meetings (favored by Baby Boomers) to emails, text messages, or Slack channels (preferred by Millennials and Gen Z). Managing communication across these preferences can lead to misunderstandings or inefficiencies. Tone and Formality: Older generations may prefer a more formal, hierarchical approach to communication, while younger generations often prefer a more casual, transparent style connect. 4. Social perspective and conventional beliefs Generational Bias: There can be inherent biases and stereotypes between generations. For instance, Millennials may be perceived as entitled or impatient, while Baby Boomers may be seen as resistant to change. These biases can affect recruitment decisions, team dynamics, and even leadership styles. Navigating Tensions: Companies need to actively work to reduce these biases by fostering a culture of respect, understanding, and inclusivity across all age groups 5. Talent Messaging Tailoring the Message: Crafting job descriptions, recruitment campaigns, and branding that appeals to all generations can be tricky. What resonates with a Gen Z candidate (e.g., flexible work schedules, purpose-driven roles) may not be as appealing to a Baby Boomer, who may prioritize stability, benefits, and long-term career growth. Platform Preferences: Different generations may use different channels for job searching.