Generational Communication & Emotional Intelligence

There are five generations in the workplace today, bringing roughly eight decades of life and work perspectives to the global marketplace. Leveraging emotional intelligence (EI) with awareness and discernment will increase your success in communicating effectively with those you influence, regardless of generation.

The Generations and Their Differences

Communicating across generational differences begins with understanding. Start by recognizing each generation and what makes it unique.

The Silent Generation (1928–1945)

The Silent Generation got its name because they chose to work hard with heads down in the new system for which their parents had paid dearly in World War II. Now in their 80s and older, they make up a small percentage of the workforce, mostly part-time, to keep active and/or to supplement retirement resources.

Known for their disciplined work ethic, they have seen their boomer children “do better than they did” in education, wealth and professional accomplishment.

Boomers (1946-1964)

Boomers now make up less than 25% of the United States workforce and have been surpassed by the millennials as the largest living adult generation.

They have traveled the farthest on the path of change. Starting in business more than 50 years ago under leaders who taught them, “Because I said so,” they are now heading into the sunset of their careers as valuable mentors for next-gen leaders asking, “How can I help you?”

Gen Xers (1965-1980)

Gen Xers are the 40- and 50-somethings quietly triumphing in the workplace, using the experience they gained in the shadow of the boomers to assume the senior-tier seats of retirees. They now hold 51% of leadership roles globally.

The “latch-key” kids who grew up on 1980s sitcoms and movies, classic rock and pop and used external modems with TRS-80 Radio Shack computers are changing the way of work and leading post-pandemic rejuvenation.

Millennials (1981-1996)

Millennials now make up over 40% of the workforce and began to turn 40 in 2021.

They grew up in the age of Facebook and increased screen time. Millennials are digitally savvy and hungry for success at work, but they know that rocket-paced trips to the C-suite are the exception rather than the rule. This group has led the way for “gig” work to be a viable source of income and rates themselves as “dependable and self-disciplined, extraverted and enthusiastic and open to new experiences.”

Interestingly, immigration adds more numbers to this group than any other in the U.S.

Gen Z (1997-2012)

The youngest generation in the workforce is Gen Z, aka the “iGen” for their native proficiency with digital devices and social media. Today, 16% of the global population is between 15 and 24 years old, with the first crop emerging from college now, making up a small but growing segment of the workforce.

Early research shows them to be thoughtful and cause-driven, able to discern truth from lies and wary of debt. They are innately equipped for the virtual/remote workplace and more eager than other generations to embrace internships and apprenticeships that equip them “now” over traditional degrees whose value does not seem to outweigh the cost.

Benefits of Emotional Intelligence in an Intergenerational Workplace

There are many advantages to cultivating a more emotionally intelligent workplace where different generations strive to interact with understanding and sensitivity. Here are four of the top benefits of enhanced emotional intelligence when communicating across generational differences in the workplace:

Increased collaboration: Team members will be more effective in cooperation and open to useful insights from another generation’s perspective when everyone is sensitive to one another’s emotional needs while communicating. Leaders are pivotal in setting the example.
Enhanced engagement: Employees of every generation will be more motivated to contribute their best when they enjoy positive relationships with emotionally intelligent co-workers and leaders. Communicating with an appreciation for generational differences in the incentives and forms of recognition they find most validating will also improve employee engagement and retention.
Improved decision-making: An emotionally intelligent approach to communication encourages input and feedback from employees of each generation. People are more willing to share when they feel respected and heard. Eliciting diverse, intergenerational perspectives can help correct biases and blind spots, leading to more informed decisions.
Enriched customer relationships: Emotionally intelligent communication is contagious. As team members learn to interact with insight and sensitivity, their customer-facing communication will improve as well. Your business will reap the rewards of enhanced customer relationships while improving the experience customers of all ages have with your team.

Emotional Intelligence and Generational Differences in Communication

Over 15 million Situational Leaders across the globe, in more than 70% of the Fortune 500 as well as other small and mid-size companies, have proven that the four steps of the Situational Leadership^® Model transcend generational idiosyncrasies for improving success and engagement.

In a similar fashion, personality assessments like DiSC^® and MBTI^® have also proven to be generation-neutral. And if leaders continually develop and deploy their EQi-2.0^® emotional intelligence skillset, they will find much greater success engaging each person appropriately, regardless of generational marker.

The Silent Generation

If you have staff belonging to the Silent Generation, count their wealth of experience as a blessing to your organization.

For the Silent Generation, communication is most effective when it feels most personal. Make time for face-to-face communication with them and consider handwritten notes to convey appreciation. Contrary to its name, the Silent Generation communicates well when you respect their seniority and approach them with Empathy and Impulse Control.

Boomers

Boomers have worked hard for more than five decades and expect the same from others.

In conversation with them, bring your Assertiveness and Problem-Solving skills while leveraging your Interpersonal Relationships and Self-Regard. Come prepared with questions and probable scenarios to discuss for practical application. Be respectful of their perspective and openly value their experience.

Gen X

Gen X has been the “middle child” between two generations who have received lots of press. They are educated and experienced and cannot be discounted or overlooked. While seniority is no longer a key factor in promotion, they are more likely than millennials to have poured years and energy into their current employer.

Bring your Emotional Self-Awareness and Empathy, as well as Reality Testing and Flexibility to your conversations with them. Listen to their perspective and leverage their organizational knowledge. Then empower and disperse them to teams across the company to reap maximum growth and impact.

Millennials

Millennials are confident and daring and eager to go far.

Embrace their leadership and digital skills for the data-driven analysis that points the way forward. Welcome their courage and creativity for innovative solutions to current and anticipated obstacles.

As they are increasingly likely to be foreign-born with a first language other than English, leverage their Empathy, Assertiveness, Stress Tolerance and Optimism alongside their multinational perspective to strengthen your approach to global business.

Gen Z

As Gen Z’s presence grows in your organization, involve and equip them early, as they are eager and know how to learn.

Be curious and open, using active listening and Empathy to engage their Social Responsibility, Reality Testing and Optimism, along with the Situational Leadership^® Model, to be fully aware of what they see, believe, sense and want to learn and do.

7 Strategies for Improving Communication Across Generations

Here are seven more strategies to improve intergenerational communication in the workplace:

Enhance inclusivity: Cultivate a workplace that welcomes generational and other expressions of diversity. Multinational millennials and cause-driven Gen Z employees could be especially supportive of these efforts and may take the lead in finding ways to respect people’s differences throughout the organization. People of all ages will thrive in a culture that values their unique qualities and needs.
Encourage mentorship: We all have something to teach one another. Establish mentorship programs that encourage seasoned employees to impart wisdom to younger generations. You can also explore reverse mentoring programs to empower capable employees of all ages to exchange knowledge and skills. Reciprocal learning builds intergenerational relationships and develops a more proficient team.
Embrace team building: Facilitate fun team-building events that require intergenerational cooperation. These events can strengthen working relationships and promote intergenerational understanding.
Promote listening: Ensure leaders and teams regularly practice active listening skills. Implement feedback mechanisms that make it easy and safe for employees of all ages to share ideas, insights or concerns with leaders.
Leverage technology: Use communication technologies to make intergenerational communication more convenient. Provide training sessions and resources that support those less familiar with recent innovations.
Hone emotional intelligence: Equip leaders with emotional intelligence training to spearhead a culture of effective, sensitive and self-aware intergenerational communication.
Implement Situational Leadership^®training: Train leaders in the Situational Leadership^® Model. This agile approach to leadership adapts to a multifaceted, intergenerational workplace to inspire improved understanding and productivity.

Develop Your Emotional Intelligence Skills

Further exploration of the multiple elements of emotional intelligence will help you to focus, plan and prepare for each conversation. Leveraging these with awareness and discernment will increase your success in communicating effectively with those you influence, regardless of generation.

Contact The Center for Leadership Studies to learn more about EI training and resources for leaders.

Application Challenge

Who do you currently struggle to connect and communicate with effectively? Is there an element of EI you would be wise to “lean into” for increased understanding?
Since you are part of a certain generation, how can you help others understand that context and enable them to communicate more effectively with you?