8 Ways to Annoy Younger Workers

It is hard to make it through a day without somebody complaining about Gen Z in the workplace. Leaders are frustrated, firing, and hesitant to hire. A new survey revealed 60% of employers have already fired new college grads hired this year. Shaking our heads at “kids these days” is a tale as old as time, but I hear less about what older workers are doing to complicate the lives of their younger counterparts.

Here are eight ways to annoy younger workers:

1. Dismissing Lived Experience

I’ve had young students that have experienced a lifetime worth of suffering before most of us could read. They have landed in my office to discuss challenges with PTSD, homelessness, miscarriages, violence, and loss. Just because someone hasn't been in the workforce for decades doesn't mean their experiences aren't valuable, or that life hasn’t already smacked them around a bit. Younger workers often face frustration when their insights are brushed aside simply due to their age. They may have grown up in a rapidly changing world, giving them a unique perspective on emerging trends and technologies. When older colleagues dismiss these viewpoints with comments like "You're too young to understand," it not only devalues the younger worker's contribution but also robs the team of potentially game-changing ideas.

2. Assuming Age Equals Wisdom

While it's true that experience often breeds wisdom, it's not an automatic equation. I’m sure we can all think of an older person in our orbit who keeps making the same foolish mistakes. The assumption that being older inherently makes someone wiser or more knowledgeable can deeply irritate younger workers who have invested time and effort in developing their skills. This mindset can lead to patronizing behavior and create an environment where younger employees feel their competence is constantly questioned. True wisdom lies in recognizing that valuable insights can come from anyone, regardless of age.

3. Ignoring Changes in the Macro Environment

The rules have changed. The world today is vastly different from what it was even a decade ago. Economic conditions, technological advancements, and societal norms have all shifted dramatically. When older workers fail to acknowledge these changes and continue to apply outdated principles, it leads to significant frustration. Younger workers often have to navigate a much more complex and competitive job market, housing market, globalized economy, online dating quagmire, and childcare landscape. Having their struggles dismissed can be deeply demoralizing. Think twice before giving advice based on your own experiences of:

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?4. Forgetting That Your Path to Success Might Not Work Anymore

Related to the changing macro environment is the fact that the traditional paths to success have evolved. What worked for climbing the career ladder 20 or 30 years ago may no longer be applicable. When older workers insist that their way is the only way, it can create tension. The gig economy, remote work, and the emphasis on work-life balance have all reshaped how younger generations approach their careers. Recognizing that there are now multiple valid paths to success is crucial for fostering understanding between generations.

5. Belittling Age Instead of Focusing on Ability

Comments like "You're doing great... for someone so young" might be intended as compliments, but they often have the opposite effect. By focusing on age rather than ability, these statements undermine the hard work and skills of younger employees. It suggests that their achievements are somehow less valid because of their youth, rather than celebrating their talents. Younger workers want to be judged on their merits and contributions, not patronized because of their age. Holding people back from bigger roles and projects because they need a set number of years of experience may prevent you from unleashing the talent of your workforce. Don’t forget, your younger employee’s social media feeds are full of young entrepreneurial billionaires. For goodness' sake, Taylor Swift and Beyonce have more influence than all of us combined. ?Young people are doing big things—focus on drive and ability, not age.

6. Assuming People Want Your Advice Just Because You're Older

Experience is valuable, but it doesn't automatically make someone a mentor. When older colleagues constantly offer unsolicited advice, it comes across as condescending. Younger workers often have their own mentors and sources of guidance and may hold different values about the role of work in their lives. They appreciate insights when asked for, but constant "words of wisdom" can feel overbearing. It's important to remember that mentorship is a relationship that should be built on mutual respect and consent, not imposed based on age differences.

Before you pontificate, ask “Would you be open to some ideas on that?” Be okay with a NO.

7. Assuming Everyone Knows Unspoken Rules and Norms

Every workplace has its own set of unwritten rules and cultural norms. Older workers who have been in the industry or company for a long time often take these for granted, assuming everyone intuitively understands them as "basic professionalism." This is especially challenging after the pandemic which upended many of our office traditions and ways of working. This can lead to frustration and misunderstandings when younger workers unknowingly violate these unspoken rules. Whether it's about dress codes, communication styles, or office politics, assuming that these norms are universally known can set younger employees up for failure. Instead of judging or criticizing, taking the time to explain these unwritten rules and make them explicit can help create a more inclusive and supportive work environment.

8. Using Diminutive Language

While not exclusive to workplace interactions, the use of diminutive language like "little one," "young lady," “junior” or describing someone's work as "cute" can be incredibly grating. “Young lady” is for elementary school girls going to their first tea party— not your colleagues. These terms, often used unconsciously, infantilize younger workers and undermine their professional standing.

Bridging the generational gap in the workplace requires effort and understanding from all sides. By being aware of these common irritants, older workers can foster a more inclusive and respectful environment. Remember, a truly effective workplace values the contributions of all its members, recognizing that diverse perspectives – including those shaped by different generational experiences – are key to innovation and success in our rapidly evolving world. Open communication, mutual respect, and a willingness to learn from each other can go a long way in creating a harmonious multigenerational workplace.

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I love bringing the rigor of scientific research together with practical tactics to equip leaders to strengthen the human margin within their organizations and teams. www.katherinemeese.com

For more like this, check out my latest book with Quint Studer, The Human Margin: Building Foundations of Trust.

#humanmargin #humancapital #healthcare #healthcareleadership #leadership #hr #management #teamwork #nurses #physicians #genz

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