Age Might Just Be a Number: Communicating with a Multigenerational Workforce

Here’s something that should come as no surprise: the communications and media consumption habits of Millennials, Gen Xers, and Baby Boomers are wildly different. But does that really make a difference in the workplace?

While some may answer with a resounding “yes,” recent research tells us that generational differences are less impactful to internal communications than you might think. In fact, the MIT Sloan Management Review found that “subjective age” – that is, how old someone feels – is far more important than chronological age.

Regardless of age, one thing should be obvious to all communicators: people consume information differently (at every age), and internal communications programs need to consider this.

Let’s be clear: bridging the generational communication gap is essential for fostering a collaborative and inclusive work environment. But reductive stereotypes on age that have been built into communications strategies may actually hinder progress on this front.

For instance, articles over the last decade have insisted that older workers prefer face-to-face communication when receiving important information and value traditional hierarchical structures, while younger workers often lean towards digital communication and seek a more collaborative and flexible work environment.

In the post-COVID world, we now see a much stronger embrace of technology by Baby Boomers and a yearning for face-to-face contact and mentorship by younger workers, particularly Generation Y.  

So, what is a communications team to do?

Be flexible and give options. Creating a flexible communications program allows employees to choose the mode of communication that suits their preferences and work styles. This can include traditional in-person meetings, virtual communication tools, and written email communication. Offering various communication channels accommodates the diverse preferences of employees across different generations, ensuring that everyone feels comfortable and engaged. Remember: the goal is not to ensure that someone reads your email; it is to ensure that everyone in the company gets the message. 

Remember, too, that the rise of digital media has acclimated employees to the notion that they have a say on various topics, both in and out of the workplace. Employers need to be attuned to the needs and expectations of their employees, regardless of age, giving them an opportunity to elevate their voices. Actively seeking feedback and providing opportunities for open dialogue contribute to a more inclusive communication environment.

But be cautious when soliciting feedback, especially if your organization is reluctant to make changes based on what it contains. Employees want their feedback taken into consideration and to see meaningful actions taken because of it. Soliciting feedback that is destined for the proverbial circular file will have negative effects. Communicators should acknowledge feedback, mirror back accolades and concerns, and clearly outline how that feedback will be incorporated into future plans. When done correctly, gathering employee feedback helps build trust among employees and ensures their voices are heard, fostering a sense of belonging within the organization.

Additionally, recognizing and celebrating the strengths of each generation contributes to a positive and collaborative work environment. Employers should leverage the diverse skills and experiences that different generations bring to the table. Employee resource groups encourage knowledge-sharing between generations and can be instrumental in fostering mutual understanding and respect. Non-traditional mentorship programs have also been successful when they are guided by an employee’s role in the organization rather than their age. 

Effective communication in a multigenerational workforce requires a thoughtful and inclusive approach with less focus on age than you’d think. While employers must acknowledge and adapt to the unique communication styles of each generation, the ultimate goals of fostering flexibility, active listening, and the integration of technology can be achieved through understanding the preferences of your particular workforce rather than utilizing sweeping generalizations. By embracing the strengths of diverse age groups and promoting open dialogue, organizations can create a workplace culture that values and respects every employee, regardless of their generational background.