Multigenerational Communication In The Workplace

People from different generations have different ways of communicating based on their different collective lived experiences. 🧓🏾Boomers mentality may have stemmed from their parents who went through economic uncertainty. Their survival mode mentality led them to cope by suppressing emotions and to display strength and grit. Many older boomers did not have access to education about psychology so they did not acknowledge emotions or communicate verbally. 💼Gen X was raised in the age of materialistic accumulation and they were in the age of improving their individual states rather than focusing on those around them. They were praised for being ‘doers” and when situations were hard, they took a “can do” approach and focused on self improvement strategies. They may have a direct and efficient way of communicating compared to other generations. 👩🏻💻Millennials grew up in the age of internet knowledge. They were the first generation to be born into an age of online access to platforms. They were also the first to have access to online knowledge and resources so they search for a better life and meaning. They seek knowledge on how to heal and process the past and what to be empathic in their communication because they have access to various perspectives due to online connections. 🤳Gen Z grew up in the age of social media where they connect in a digital age as digital natives. Their interactions online are just as valuable as interactions in person. They are deliberate about their choices to value their chosen community and set rigid boundaries and advocate openly for their preferences. They get their information from listening to podcasts and from learning from influential online thought leaders. They are comfortable expressing and sharing emotions as this is how they heal. Because they rely heavily on text messages, they follow a code of conduct in written communication so they may view direct communication without the flowery added nuances in text as being curt. Data from Pew *this cannot depict the experiences of all generations* #generations #communication #workplacewellness

A 27-year-old Millennial sits at a café, exhausted, working on his laptop at 11 PM—pushing beyond limits for a promotion. A 23-year-old Gen Z walks past, sipping coffee, thinking: "I won’t do this to myself." For years, long hours were seen as commitment. Silence in the face of unfair treatment was professionalism. Skipping breaks was hustle culture. Then Gen Z stepped in—and said NO. And suddenly, the system felt threatened. 💡They’re not lazy—they just refuse exploitation. 💡 They’re not impatient—they just won’t waste years hoping for a raise. 💡 They’re not disloyal—they’ve seen companies fire employees overnight despite decades of service. Outdated Myths Gen Z Rejects: ❌ Hard work always pays off. – Not when AI and layoffs replace employees overnight. ❌ Unpaid internships are valuable. – Then why does the CEO get paid? ❌ A degree is essential for a job. – Then why do job postings prioritize "experience over education"? ❌ Job hopping looks bad. – Then why is constant employee turnover acceptable for companies? Gen Z is simply saying: “We deserve better.” 🔹 Millennials endured toxic workplaces. Gen Z speaks up. 🔹 Boomers valued loyalty. Gen Z values self-respect. 🔹 Older generations stayed in toxic jobs for years. Gen Z leaves in months. And that disrupts the system. Because when people stop tolerating unfairness, the system loses control. ✨ Gen Z isn’t quitting work—they’re reshaping it. ✅ They’re freelancing, monetizing skills, and starting businesses. ✅ They’re prioritizing work-life balance, mental health, and boundaries. ✅ They’re defining success as thriving, not just surviving. Past generations said, “We worked hard to survive.” Gen Z says, “We want to work smart and truly live.” And maybe—that’s what real progress looks like. 🚀 #GenZ #WorkCulture #FutureOfWork #CareerGrowth #WorkLifeBalance

We often discuss how multilingual and Indic content is increasingly growing in importance due to support from platforms and shifting consumer behavior towards regionalization. However, it's crucial to understand who exactly is consuming this multilingual content and where the real growth and penetration are coming from. The graph clearly illustrates that Millennials are consuming the most content in Hindi or regional languages, while Gen Z still prefers English as their language of choice. This growing urban and semi-urban Gen Z audience is well-informed, aspirational and their 'wokeness' drives their proficiency in English, which is considered a global language that opens numerous doors. For example, the help in my home or the staff in the building where I reside (who would classify as Gen Z) often consume content in English, even if the language is somewhat foreign to them. They can grasp specific words and comprehend what they are watching, often having a global worldview regarding music preferences and content trends on platforms like YouTube and Instagram. It's truly inspiring how this shift in language preference has happened over the last few years and is only bound to increase with time. So, the next time you plan on creating content for specific age groups on #OTT or other video platforms, keep this insight in mind: Millennials are the primary Indic audience, while Gen Z is the growing English content consumer. While this might be a slightly generalized statement, it's a nuance that can help improve the chances of content adoption and consumption. #ContentConsumption #ContentMarketing #GenZ

Ageism might be the elephant in the room in internal communications. Too often, older professionals are quietly sidelined—seen as “out of touch” or “too traditional” just because they’ve been around longer. Their depth of experience, institutional memory, and resilience in a crisis get overlooked in favour of chasing the latest shiny tool. At the recent Communications Leadership Summit in Brussels 🇧🇪 organised by Mike Klein, IABC Fellow, IABC EMENA and Strategic, I was part of an insightful discussion around ageism. Many felt that older people were perceived as too expensive in a profession where we are always having to justify the value we bring. But ageism works both ways. We noted that we had seen younger colleagues dismissed as “green” or “not strategic enough,” even when they bring sharp insights into digital culture, emerging channels, and fresh creative thinking that organisations badly need. We might also be prejudiced in thinking younger people are better at adapting to new technology like AI, but it was noted that AI is now taking away a lot of the work that used to be done by junior comms people meaning that younger people need to adopt a new approach to finding work. The truth is perhaps simply that our teams do best when they blend both young and old. So how do we make sure we’re not unconsciously excluding talent on either end of the spectrum? 1. Challenge your assumptions. Don’t let stereotypes drive hiring or project allocation—test whether your perception is based on evidence or bias. 2. Mix up project teams. Create deliberate intergenerational collaboration so people can share skills both ways. 3. Mentor in both directions. Reverse mentoring works: younger colleagues help with emerging tech, older colleagues offer strategic and political nous. 4. Value impact, not age. Measure people by the outcomes they deliver, not the years they’ve worked. 5. Audit your culture. Are subtle jokes, comments, or policies privileging one age group over another? Internal comms is about connecting across differences. That starts in our own teams.

🗣️ "Should we launch our product in Spanish or English for the US Hispanic market?" 👀 After helping launching 10+ tech products in this market, here's what the data actually shows: 📱 Language Preferences by Generation: 👨 👩 Gen Z & Millennials: ▶ 76% prefer English for tech products ▶ BUT 82% want customer support in both languages ▶ 91% appreciate bilingual marketing 👴 👵 Gen X & Boomers: ▶ 65% prefer Spanish interfaces ▶ 89% need Spanish support ▶ 72% make purchase decisions in Spanish 🔑 Key Insights: 1️⃣ Interface ≠ "Support Your product can be in English", but support MUST be bilingual. 2️⃣ Marketing = Both Campaigns should run in both languages, with cultural nuance. 3️⃣ Documentation Hierarchy: ▶ Technical docs → English ▶ How-to guides → Both ▶ Customer support → Spanish first #HispanicMarketing #ProductStrategy #Localization #TechInclusion

Every workplace has them: the eye rolls when "the Boomer" suggests another meeting, the sighs when "the Gen Z kid" mentions work-life balance again, the assumptions flying faster than Slack messages. But here's what we're missing, generational diversity might be our most underutilized organizational superpower. The research tells a compelling story. According to Deloitte, age-diverse teams make better decisions 87% of the time. AARP found that companies with multigenerational workforces are 1.7x more likely to be innovation leaders in their industries. This isn't feel-good rhetoric, it's measurable impact. Consider the complementary strengths: Boomers bring institutional knowledge and relationship capital built over decades. Gen X offers skeptical pragmatism and independent problem-solving from their latchkey years. Millennials contribute digital fluency and collaborative approaches shaped by growing up online. Gen Z brings fresh perspectives on sustainability, inclusion, and mental health that organizations desperately need. Yes, the friction points are real. Older generations sometimes view remote work requests as laziness rather than efficiency. Younger workers might interpret process-heavy approaches as resistance to change rather than risk management. Communication preferences clash, formal emails versus instant messages, scheduled calls versus quick video chats. But here's the truth: every generation thinks the others "don't get it." Boomers were once the disruptors challenging traditional hierarchy. Gen X was labeled cynical and uncommitted. Millennials were "entitled" until they became middle managers. Today's Gen Z "snowflakes" are tomorrow's industry leaders. The organizations winning today understand that patience isn't weakness, it's strategy. When a 25-year-old's fresh perspective meets a 55-year-old's pattern recognition, innovation happens. When digital natives teach established professionals new tools while learning the politics of organizational change, everyone grows. Bridging these gaps requires intentional effort. Reverse mentoring programs where younger employees teach technology while learning leadership. Project teams deliberately mixed across generations. Recognition that "professionalism" looks different to different cohorts, and that's okay. The most successful cultures I've seen treat generational diversity like any other form of diversity: a competitive advantage that requires investment, understanding, and genuine curiosity about different perspectives. Because when five generations work together effectively, you get something powerful: the wisdom to know what shouldn't change, the courage to transform what must, and the perspective to tell the difference. That's not just good culture, that's unstoppable culture. 🌟 AA✨ —————————————————————————— 👋🏾 Hi, I’m Abi: Founder of The Culture Partnership. Follow + 🔔. I discuss organizational culture, inclusion, leadership, social equity & justice.

Five generations are now present in the workforce, but most leaders only know how to communicate with 1 or 2 of them. Most leaders don’t realize they're missing an essential piece to holistic leadership: Optimization of all age groups. Leading a team requires the skills to manage across multi-generational differences. Here are three critical skills essential for success in this area: 💬Effective Communication Leaders must adapt their communication styles to suit different generations, who may have distinct preferences and expectations for receiving information. For instance, younger employees might prefer quick digital communications, while older employees may value more formal, in-person discussions. Understanding and leveraging these differences promotes clarity, minimizes misunderstandings, and fosters a culture of inclusion. 🔄️Adaptability and Continuous Learning Given the rapid pace of technological and cultural change, leaders must embrace continuous learning to stay relevant and effectively lead a diverse team. This includes being open to new tools and trends while valuing traditional methods where they are effective. Flexibility in processes and policies that cater to varying career stages and work-life needs will also help retain and engage a diverse workforce. 👂Empathy and Emotional Intelligence Leaders must show understanding and respect for the unique perspectives, values, and motivations that each generation brings to the workplace. Empathy helps build trust and enables leaders to manage potential generational conflicts or biases, creating a more collaborative environment. Emotional intelligence also helps understand generational stressors, allowing leaders to tailor support to help employees feel valued and supported at all stages of their careers. By mastering these skills, leaders can create a more cohesive, productive, and engaged multi-generational workforce. For three decades, my work has focused on diversifying workplaces and helping leaders develop the skills they need to create inclusive and equitable spaces. While you don't need to become an expert, it's essential to know how to nurture a culture of transparency and trust in rapidly evolving workplaces. Head to my profile for more information on how to work with me.

What happens when leaders don’t speak the same language? Language is often the first signal of belonging. Cambridge Dictionary just added over 6,000 new words. Words like 𝘴𝘬𝘪𝘣𝘪𝘥𝘪 and 𝘥𝘦𝘭𝘶𝘭𝘶 that Gen Zs and Gen Alphas use every day. Now picture a workplace conversation. One generation speaks in acronyms and corporate jargon. Another uses memes and shorthand. What happens when people don’t get each other’s words? Misunderstandings creep in Some voices get dismissed as “not professional”. People withdraw because they feel they don’t belong Here’s the cost When employees disengage, companies lose up to 18% of their salary in productivity. And Deloitte found that 69% of Gen Zs feel misunderstood at work. That’s the hidden cost of language at work. Belonging suffers when people feel their way of speaking has no place. And here’s where leaders often get it wrong: They • Dismiss generational lingo as “slang” • Police what counts as “professional” • Assume 1 style of communication works for all So what’s the right way forward? Not expecting everyone to talk the same way. By creating space where different “lingos” can coexist. Where leaders translate, bridge, and show curiosity instead of judgment. The language gap is real. Leaders who bridge it are the ones who build teams that truly belong. • #DEIB • #Belonging • #GenZ • #Leadership • #FutureOfWork

Old teaches young – that’s how it went. Now, for the first time, generations teach each other.  For me that means staying open to different ways to get things done. And different ways of communicating Senior leaders often ask me how best to present to an audience of Millennials and GenZ. Here are 11 tips to communicate to younger audiences: 1 - Stay authentic  GenZ in particular values authenticity and can easily detect insincerity. 2 - Start with the audience   What’s their narrative landscape? 3 - Use relatable examples and stories  What resonate depends on who listens. 4 - Dress for the occasion  Stay true to yourself, but be aware that your first impression matters. 5 - Keep It short and engaging Younger audiences value brevity. 6 - Incorporate tech and multimedia  Add videos, Gifs, emojis, social media posts and interactive elements. 7 - Prioritize visual and aesthetic appeal Avoid cluttered slides and excessive text. 8 - Encourage interaction and participation Expect more explaining, more discussion, more listening. That’s a good thing. 9 - Highlight innovation and future trends Showcase how your topic is relevant to the future. 10 - Use inclusive language  Younger generations are more likely to hold you accountable if you don’t. 11 - Have a sounding board  Run your presentation by a younger colleague for feedback and a sense-check. Sure, there are differences, but we all have one thing in common: We crave and expect mutually respectful communication. ❓What am I missing?  ♻ Follow me Oliver Aust and please share to help your network.

In the oil and gas sector, especially within integrity management, inspection, and corrosion control, leading a multigenerational workforce effectively is more critical than ever. From seasoned Boomers to tech-savvy Gen Z, every generation brings valuable strengths to the table—whether it’s deep field experience or fresh digital perspectives. Boomers, with decades of knowledge in pipeline integrity, RBI programs, and NDT techniques, thrive in environments with clear SOPs and structured workflows. Gen X professionals excel when given autonomy in managing inspection schedules, corrosion mapping, and anomaly assessments—delivering results without the need for micromanagement. Millennials are driving transformation by embracing hybrid work, remote inspections, and digital tools like corrosion monitoring sensors and asset integrity platforms. Gen Z is redefining the landscape altogether—bringing in UAVs for visual inspection, machine learning for corrosion prediction, and real-time data analytics through cloud-based systems. To lead effectively in this evolving space, we must meet each group where they are: honor legacy knowledge, trust independent problem-solving, enable continuous development, and empower new voices to drive innovation. The future of asset integrity depends not just on technology—but on how we lead those who use it. #oilandgas #inspection #corrosion #rbi #refinery