How to improve communication within a multigenerational workplace

Written in collaboration with employee engagement survey software platform, Stribe

There are now five generations that make up today’s workforce.

Each generation brings something unique to the table, but with these differences also come challenges, especially when it comes to workplace communication.

Keep reading, and we’ll dive into who the five generations are, why their communication preferences vary, and how you can adapt your approach to communicate with everyone effectively.

Why understanding different communications styles matter

Understanding differences between the generations isn’t about playing into stereotypes – it’s about creating an inclusive workplace where everyone – no matter their age – feels heard and valued.

And while promoting age diversity in the workplace has a multitude of benefits – research by the CIPD (2022) found that only 18% of organisations focused on age diversity and inclusion during the previous five years – which only widens generational gaps when it comes to communication and collaboration.

It begs the question – if organisations aren’t focusing on age diversity, how will we ever learn to communicate with a multigenerational workforce effectively?

As well as personal preference – how people like to connect, share ideas, and give feedback often depends on the era they grew up in.

What works for Gen Z employees – who are used to instant Slack/Teams messaging – might not resonate with a Baby Boomer who prefers a face-to-face chat.

Offering multiple communication channels and ways to connect at work is key to building a positive, productive, and inclusive work environment.

The generations and their communication styles

Each generation’s communication style is shaped by more than just personal preference (although that of course does play a role!) – it’s a reflection of the world they grew up in, the technology available to them, and the workplace expectations they’ve encountered over time.

Understanding these factors can help you bridge multigenerational gaps and build stronger connections across your team.

●  The Silent Generation (1928–1945)

While most of them have retired, the Silent Generation still make up a small percentage of the workplace – often as board members or in advisory positions.

They are loyal, hard-working, have respect for traditional hierarchy and prefer formal communication styles, including written communication, email and meetings with agendas.

●  Baby Boomers (1946–1964)

Like the Silent Generation, Baby Boomers value hard work, and are self-assured, goal-focused, and disciplined. They prefer face-to-face interaction and appreciate clear directives. They also value recognition and personal connections.

●  Generation X (1965–1980)

Gen X is often known for their independence and adaptability. They place significant value on workplace culture and work-life balance. They value efficiency, so prefer direct and open communication – and appreciate feedback whether positive or negative – as long as direction is clear.

● Millennials (1981–1996)

Millennials currently make up the largest percentage of the workplace. The Future Laboratory predicts that by the end of the decade, they could make up 70% of the workplace as older generations retire.

Millennials are tech-savvy, purpose-driven and value team collaboration, diversity and inclusion and work-life balance.

Their communication preferences include instant messaging and collaborative platforms that support teamwork. In addition, they value ongoing and open feedback, rather than once-a-year reviews.

● Generation Z (1997–2012)

While the majority of Gen Z are at the beginning of their careers, they are considered the most tech-savvy generation and prefer short-form communication including texts, social media and instant messaging.

This creates an interesting paradox: unprecedented access to tools and information, but greater difficulty in processing and engaging with it meaningfully.

As Bruce Tulgan, ‘Meet Generation Z’ quoted, “Generation Z represents the greatest generational shift the workplace has ever seen. Gen Z will present profound challenges to leaders in every sector”.

Challenges of multigenerational communication

While bringing together five generations in the workplace can enrich an organisation – it also introduces communication challenges that can cause significant roadblocks and frustrations in the workplace.

Research from the Digital Etiquette: Mind the Generational Gap Report  showed just how much the differences can impact communication between generations:

●  43% of teams reported misinterpretations of tone or context in digital communications

●  33% cited mismatched response time expectations

●  33% reported confusion over the use of emojis in communication

●  65% of Gen Z workers said senior colleagues struggled with technology

● 50% of workers over 50 years old said they were annoyed by their younger colleagues' lack of traditional tools

●  47% of Gen Z employees felt that older workers slowed things down with outdated working techniques. 

Just by looking at a snapshot of the information, it’s plain to see that the misinterpretations, preferences for casual vs. formal comms, technological gaps, and assumptions based on age can hinder productivity and inclusion.

So how do we improve communication within a multigenerational workplace?

Strategies to improve communication within a multigenerational workplace

Firstly, while it’s important to acknowledge generational differences, it’s just as important to avoid over-generalising – that isn’t helpful to anyone.

Do not assume that because someone is of a certain age they will prefer communicating in a certain way – everyone is different.

● Set expectations, while acknowledging one size-does not fit all

Successful communication starts with setting expectations for how teams interact, but it’s essential to avoid a one-size-fits-all approach.

Develop workplace communication policies that outline basic guidelines – like using respectful language or responding to emails within set timeframes – but leave room for flexibility.

Managers should take the lead in tailoring communication to individual preferences – for example, offering face-to-face meetings for some and email or instant messaging for others.

This approach is best for acknowledging the diverse needs of your team while and creating clarity across all levels.

● Employ listening techniques to understand communication preferences

Understanding how your teams prefer to communicate requires a multi-faceted listening approach.

Employee pulse surveys are a quick and effective way to uncover how your team prefers to communicate.

These short, frequent surveys allow you to gather feedback on what’s working and what’s not – whether it’s preferred tools, timing of feedback, or meeting formats.

By including questions about communication styles, you can identify trends across generations while also understanding individual needs.

Use the results to tailor your policies and management strategies – and make sure to share the results with your team as well as the action you’re taking based on their feedback.

The experts at Stribe – an employee engagement survey software platform – have put together a guide about surveying your multigenerational team.

While pulse surveys can provide valuable data, consider combining them with regular one-to-ones, focus groups and informal feedback sessions. Even observing how different team members naturally interact and share information can offer valuable insights.

● Use multiple communication and feedback channels

You could’ve probably guessed that this is one of the most important things you can do for your multigenerational team – because no single communication channel will suit everyone.

Offering a mix of options ensures that everyone feels included and can feel comfortable communicating in a way that suits them best.

Similarly, feedback should be gathered through various methods, such as anonymous surveys, one-on-one meetings, or team discussions. By diversifying channels, you will create a more inclusive workplace and ensure important messages reach every employee, regardless of their communication style.

● Support and encourage cross-generational collaboration

Cross-generational collaboration helps employees learn from one another while breaking down communication barriers.

Pairing your team members from different generations through mentoring programmes or projects allows them to share knowledge, while also building mutual respect and encouraging employees to appreciate diverse perspectives.

In fact, introducing a reverse mentoring scheme creates powerful two-way learning opportunities. Younger employees can share their digital expertise and fresh perspectives, while experienced colleagues offer valuable industry insights and leadership wisdom, fostering mutual understanding and breaking down generational stereotypes.

Planning social events that deliberately bring different generations together through shared interests rather than age-based assumptions - whether it's sustainability workshops, creative problem-solving sessions, or wellness activities - creates natural opportunities for cross-generational connections.

● Regularly revisit and adapt your communication strategies

Workplace communication needs are constantly evolving, so it’s important to ensure your policies and strategies adapt as your multigenerational team evolves.

Use tools like employee surveys, focus groups, 121s and team feedback sessions to identify areas for improvement. Enthuse’s CLEAR COMMS approach provides a comprehensive guide to auditing your internal communication strategy.

By staying proactive and open to change, you can address gaps and maintain alignment across all generations.

The workplace has undergone a fundamental transformation in recent years, with attitudes towards work shifting dramatically across all generations.

This evolution makes our communication approach more crucial than ever. By staying proactive and adapting our language to reflect these new attitudes, we can bridge generational gaps and create meaningful connections across our teams. Success lies not just in acknowledging these differences, but in actively embracing them to create a workplace where every generation feels valued, understood and empowered to contribute their unique perspectives.

After all, effective communication isn't about age – it's about creating an environment where everyone can thrive, regardless of when they started their career journey.

About Stribe

Stribe is award-winning employee survey software built to create happier, healthier teams.

Aimed at giving employees a stronger voice with easy-to-use surveys, Stribe helps organisations achieve business goals that enhance the wellbeing and culture of their teams.

By working with Stribe, you’re able to gather employee insights that truly matter, and create positive change for your people.

About Enthuse

Enthuse is an award winning, boutique communications agency based in South Manchester. We specialise in internal communications, employee engagement and change communications.

We know that keeping employees engaged and connected across different generations can be a challenge – but it’s one we’re here to help with.

Contact us today to chat about how we can support you in improving communication and engagement within your team to create a culture where everyone feels valued and motivated, whatever their age or background.