Whether you’re the oldest or youngest person in yourworkplace, there’s a good chance you’ve noticed some generational gaps between you and your colleagues. You might have been at the company for decades, meanwhile your desk mate just graduated from university last week. Your employees might use lingo that you don’t understand, and they might be incapable of relating to conversations about buying a home, having children and remembering what the world was like during the 90s.After having a few funny encounters withyoungerteam members, one Gen Xerreached outon Reddit asking others to share their own experiences working with millennials and zoomers. Below, you’ll find some of their funniest and most frustrating stories, and keep reading to find a conversation with Tom Brunskill, CEO and co-founder ofForage!This post may includeaffiliate links.
Whether you’re the oldest or youngest person in yourworkplace, there’s a good chance you’ve noticed some generational gaps between you and your colleagues. You might have been at the company for decades, meanwhile your desk mate just graduated from university last week. Your employees might use lingo that you don’t understand, and they might be incapable of relating to conversations about buying a home, having children and remembering what the world was like during the 90s.
After having a few funny encounters withyoungerteam members, one Gen Xerreached outon Reddit asking others to share their own experiences working with millennials and zoomers. Below, you’ll find some of their funniest and most frustrating stories, and keep reading to find a conversation with Tom Brunskill, CEO and co-founder ofForage!
This post may includeaffiliate links.
We have a Gen Z administrative assistant for a team of Gen-X cops who work Internet Crimes Against Children (among other things). For a while she was in a near perpetual state of shock between the cases we work and just us in general.Seeing her wander around with a VHS tape trying to figure out what it was was one of the most hilarious things that has happened at work.She’s onboard now, loves us, we got her to perfect her eye roll, say “whatever” with the proper inflection and become very liberal with the middle finger. We may have been a bit too successful with the Gen X conversion therapy.
This is not true of most of the under-30 crowd; I’ve worked with plenty of great kids. However, in the last eight years, I’ve had to train several young adults who just cannot take direction without assuming you’re trying to change them on some fundamental level.I’ve been in supervisory and training positions for 25 years and had never heard someone tell me, ‘I don’t like doing it that way,’ and when I tell them they have to, they accuse me of trying to make them do things my way.“It ain’t my way, kid, it’s the way it’s done here, it’s the way I was also taught to do it. It’s as if they have no concept that work isn’t free time and that they’re a part of a team (or what being part of a team even means). It blows my mind, and I still haven’t figured out a way to train these kids. They often end up feeling oppressed and out of place and end up leaving or just getting fired for not learning how to do work.
I’ve noticed that any level of directness is often perceived as a personal attack and the height of aggression. No, I’m just not bulls**tting you, out of basic human respect.
To learn more about what it’s like to work with the younger generations, we reached out to Tom Brunskill, CEO and co-founder ofForage, an online platform that allows students to participate in job simulations and become up to 2.6 times more employable. Tom was kind enough to have a chat withBored Pandaand share some of the generational gaps that might appear when younger individuals works with older colleagues.“When Gen Xers, millennials, and Gen Zers are working together, you might see differences in work habits like working hours, communication styles, attitudes about work, and work environment preferences,” Tom says.“Gen Ztends to be the most non-traditional when it comes to different work habits: this generation is more likely to want to communicate via messaging platforms like Slack versus phone calls; they’re more likely to opt to use tech to make their work-life more efficient; they tend to want to set strong boundaries between work and life; they often see work as part of their life and something to balance with personal priorities,” he explained.
To learn more about what it’s like to work with the younger generations, we reached out to Tom Brunskill, CEO and co-founder ofForage, an online platform that allows students to participate in job simulations and become up to 2.6 times more employable. Tom was kind enough to have a chat withBored Pandaand share some of the generational gaps that might appear when younger individuals works with older colleagues.
“When Gen Xers, millennials, and Gen Zers are working together, you might see differences in work habits like working hours, communication styles, attitudes about work, and work environment preferences,” Tom says.
“Gen Ztends to be the most non-traditional when it comes to different work habits: this generation is more likely to want to communicate via messaging platforms like Slack versus phone calls; they’re more likely to opt to use tech to make their work-life more efficient; they tend to want to set strong boundaries between work and life; they often see work as part of their life and something to balance with personal priorities,” he explained.
I had a millennial look me in the eye and say, “You’re not my dad!” I laughed so hard I almost vomited. The worst thing a kid said to me was, “I did the best I can!”. I told him that if that’s the best you can do then you have to leave.
My favorite moment is when I mentioned that I had a certain song on 45 and then had to explain about 45s, LPs, etc. A group of millies gathered around me. All we needed was a campfire.
The topic of Y2K bug came up. My team wasn’t even born.
“Gen X is not as traditional as their ‘Boomer’ counterparts, but much of their work life revolved around workplace norms like long hours and work-over-life balance, especially with Boomers as their bosses,” Tom continued. “This generation tends to be very independent and values flexibility and autonomy versus hand-holding.“Millennials, on the other hand, are somewhere in the middle of the two, Tom says. “They dealt with the backlash of being called ‘lazy’ and ‘entitled’ when they joined the workforce — similar to the stereotypes Gen Z faces now — and many have felt like they needed to make up for it with their work ethic. Millennials tend to look for stability when it comes to the workplace.”
“Gen X is not as traditional as their ‘Boomer’ counterparts, but much of their work life revolved around workplace norms like long hours and work-over-life balance, especially with Boomers as their bosses,” Tom continued. “This generation tends to be very independent and values flexibility and autonomy versus hand-holding.”
Millennials, on the other hand, are somewhere in the middle of the two, Tom says. “They dealt with the backlash of being called ‘lazy’ and ‘entitled’ when they joined the workforce — similar to the stereotypes Gen Z faces now — and many have felt like they needed to make up for it with their work ethic. Millennials tend to look for stability when it comes to the workplace.”
I’m a college prof, and I’m going to go past my 30 year normal retirement goal because these kids are so fricking amazing to hang out with in the classroom. I’ve been through the millennials and they were OK, but this younger generation is wonderful. GenX has done a fantastic job parenting them. Chef’s kiss!
“25?! I have socks older than you!” This is an acceptable response to the kids.
So, how do these generational differences manifest in the workplace? “Some are bigger than others, but even small habits like communication preferences may not seem like a big deal, but over time, appealing to only one group can make people feel alienated or even uncomfortable sharing ideas, information, and feedback,” Tom shared.“A Gen Zer who loves async communication on Slack may get burnt out if they’re forced to be on meetings all the time, while a Gen Xer might want to hop on more calls if most of their team’s communication is on Teams,” he explained. “While we shouldn’t assume someone’s habits based on their generation, being aware of different preferences can help make people feel more comfortable and excited about participating at work.”
So, how do these generational differences manifest in the workplace? “Some are bigger than others, but even small habits like communication preferences may not seem like a big deal, but over time, appealing to only one group can make people feel alienated or even uncomfortable sharing ideas, information, and feedback,” Tom shared.
“A Gen Zer who loves async communication on Slack may get burnt out if they’re forced to be on meetings all the time, while a Gen Xer might want to hop on more calls if most of their team’s communication is on Teams,” he explained. “While we shouldn’t assume someone’s habits based on their generation, being aware of different preferences can help make people feel more comfortable and excited about participating at work.”
I’m a 47 year old lawyer. Been practicing for 20 years. Solo attorney the entire time. I have two employees, both in their late 20’s. The difference between us is sometimes minimal and sometimes huge. My 20 years experience over them is a huge factor, but we’re ultimately into the same things, watch the same shows, and listen to the same music. The biggest difference is literally my 20 years of experience. I’ve been there and done that. They haven’t. Things I take for granted are new to them. Once I realized that it made me a better boss, teacher, and mentor.
We have a few GenZs and we drop random pop culture facts like Will Smith used to be a rapper and Mark Wahlberg used to be Marky Mark. It blows their young minds.And when one of them started she would talk about her mom a lot then one day said, “I can’t believe my mom is almost 50. That’s so old”. 😒 We told her maybe next time we’ll invite her mom out instead of her for beer.
When it comes to the pros of working with the younger generations, Tom says, “[They] get a lot of traction about their work preferences and attitudes because they’re non-traditional, but for good reason — they’re pushing the limits of what’s possible at work.““Gen Z and millennials are open to new ways of doing things in the workplace, whether that’s benefits like flexible work schedules or remote work, or tangible pressure on companies to do better and stick to their mission statements,” he noted. “They’re excited about the future and believe they can have a hand in making the workplace better for everyone.”
When it comes to the pros of working with the younger generations, Tom says, “[They] get a lot of traction about their work preferences and attitudes because they’re non-traditional, but for good reason — they’re pushing the limits of what’s possible at work.”
“Gen Z and millennials are open to new ways of doing things in the workplace, whether that’s benefits like flexible work schedules or remote work, or tangible pressure on companies to do better and stick to their mission statements,” he noted. “They’re excited about the future and believe they can have a hand in making the workplace better for everyone.”
I have coworkers born in 1995 - the year I bought my current 1995 Jeep.They love riding around in it because it’s an “antique” to them - and so have to remind them that I was an adult when I bought it.
I’m incredibly fortunate to work with people mostly in their 30’s. So they’re young but experienced in life. They have kids and mortgages so they understand priorities. They’re good people doing their best. Couldn’t ask for a better team.
But Tom points out that the new ideas younger generations bring to the table can sometimes cause friction because they’re challenging what a lot of us think about work. “Older generations may understand more of the complications and challenges of changing the norms of the workplace, and know that progress might not come immediately,” the expert explained. “Working with younger generations can be a tricky balance of trying to understand where they’re coming from while still enforcing some of the rules of the workplace.”
I have a newish 30-something on my team and he has asked about my experience, and not in an a*s kissing way. It’s such a shame that people today don’t receive the training we did. I feel it is my responsibility to pass on what I know.He has stated many times that he appreciates the extra time I spend with him to get him up to speed. I think he is sincere, and I have to admit it feels good to be appreciated.
To be honest…it’s exhausting watching them take on more work than they can handle, hoard the work until the last minute, and then ask for last-minute help. I get the unfinished work and wonder what they’ve been doing all this time besides bemoaning how much work they had. Rinse and repeat. As a mgr, I actually try to help them with time mgmt and pacing but other mgrs just let them fall on their faces and help them pick up the pieces like a helicopter parent to the detriment of the entire team.Oh and their refusal to use track changes drives me nuts. So arrogant to unilaterally rewrite others' work, particularly analysts with decades of experience. Their overconfidence is kinda scary…their way is the only way until it blows up in their faces. They could talk less and actively listen more. And write s**t down. Or voice note it. Anything to help with retention.One more rant…do not ever send a text to my personal cell while I am on vacation with my kid. Nothing our organization does requires that kind of urgency. It can wait a few days, believe me. I would have rather quit than bug my mgr while on personal time. The audacity.It’s been kinda rough at work lately…thanks for reading my novel rant. 😆.
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Tom also shared some advice for older generations who are now working with muchyounger employees. “Meet younger generations where they are instead of assuming what might motivate them. This means getting curious about why your younger employees have taken this role, decided to pursue this career path, and even joined your company,” he told Bored Panda.“Ask them questions about their work preferences, skills they want to build, and goals. Be a listening ear before providing any suggestions. You might not get the answers you expect, and that’s OK — even good. You won’t be able to motivate your younger employees until you know what motivates them,” Tom noted.
Tom also shared some advice for older generations who are now working with muchyounger employees. “Meet younger generations where they are instead of assuming what might motivate them. This means getting curious about why your younger employees have taken this role, decided to pursue this career path, and even joined your company,” he told Bored Panda.
“Ask them questions about their work preferences, skills they want to build, and goals. Be a listening ear before providing any suggestions. You might not get the answers you expect, and that’s OK — even good. You won’t be able to motivate your younger employees until you know what motivates them,” Tom noted.
Constant praise. It’s exhausting.
Remember that some Millenials and Zoomers will think that you’re mad at them if you use periods at the end of sentences in emails.
My boss is 20 years younger than me, and the youngest person on our team is 35 years younger than me. I have to say, I’m so glad I get to work with this younger generation before I leave the workforce. As an always LGBTQ ally, I still remember rolling my eyes at the cis/trans/pronouns conversation for a hot minute, then realizing I was being that kind of older person. Yuck. That thought pulled me right the fk out of it, and now I’m one of the few people my age — even among liberal friends — who’s completely comfortable around nonbinary people and those with other nontraditional gender expressions. “I love being around people of different ages. It opens your eyes, challenges your preconceptions, and gives you a new way of looking at the world. This younger generation only does the work they’re paid to do while still doing it well. They take vacation and sick time and don’t work their asses off for hours they’re not being paid to work. And they actually taught me to do the same. “After a lifetime of going above and beyond — even in nonprofit work, which I love — it’s just plain dumb to work 50 or 60 hours when you’re being paid for 40. I’m now working a straight 40-hour week. Fking geniuses, these young’uns.
I did before Covid, changed careers during the middle of, and it was terrible. Way too much coddling, hand holding, and walking on eggshells. I’m pretty blunt and direct, it did not sit well with them.
I have 25 to 30 year olds on my team and I’m the HR Manager. I’m not sure how I feel about them because I honestly can’t relate to much they’re talking about. It is somewhat annoying when they assume anyone over a certain age can’t use technology. I remember the first email and computers in offices. If you’re our age and you’ve worked you know computers.
My teams are almost always kids 16 and up. They drive me nuts but they keep me young. They don’t always get my references but I make sure they have a healthy understanding of sarcasm and dark humor. They f****n love it.
I work with all Millennials and I can honestly say that they are a pleasure to work with! Kind, empathetic, and I get ~90% of their references without feeling old. I just grew up playing different video games and listening to different music. Maybe it’s just a matter of maturity - it doesn’t matter what generation you are, the ones that are 19 - 25 will never fail to mention how young they are, until they start feeling old themselves! 26 and up, they start getting much more humble and relatable.
My favorite team I ever managed were nearly all millennials. I realized how lucky I was to have managed them when I ended up at a large company and temporarily managed a group with an average age of 50+ (this is in the mid 2000’s). I’m still friends with a couple of the millennials all these years later. We had a great team environment where we all helped each other and had a lot of fun in the process. Never felt that with the older group I managed later.
I had a moment of sheer depression when I mentioned I used to do Flash for the internet and my millennial employees had no idea what Flash was.
All I work with is kids for the most part. I’m 47 and still active duty. For the most part it’s really fun. Was talking to one of them today and realized they are a yr younger than my oldest child…. At least I know how they think since I have kids of that age.
At 50, I’m at the very top tier of old farts in my workplace. We’re mostly hiring genz now. They are almost universally respectful, but my line of work strongly preselects for respect of seniority and rank. I hope to be viewed as a mentor, father figure, or at least uncle figure. It seems like I am.
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