Generations in the Workplace: A 2024 Guide

Understanding younger generations can be a major worry for those who manage, mentor, and plan succession. The ‘Generational Divide’ takes a lot of heat and attempts to delineate the differences between generations can verge on pseudoscience.

But are we really that different?

In a recent LinkedIn LIVE, Cynthia Forstmann and Theresa Agresta of CultureTalk explored the intricate dynamics of generations in the workplace. Their discussion offers valuable insights into how we can foster a more harmonious and productive work environment.

Read on for the key insights that emerged from that conversation.

Current Generational Landscape in the Workplace

For the first time in history, there are 5 generations in the workplace. Each of these groups is shaped by unique external factors such as economic conditions and world events. We hear it often: Millennials vs. Gen X, Boomer Management Styles, What does Gen Z Want?

When you ask individuals, you’ll find there are mixed levels of identification with the characteristics ascribed to their generation. They identify with some aspects, such as a love of certain media or experience of historical events but find the stereotypes don’t ring true or are downright insulting.

It’s high time we shifted how we think about this generational diversity: from looking at it as a source of friction to viewing it as something that can be leveraged to create a more dynamic and innovative workplace.

“It’s clear that the workplace will continue to evolve. Organizations that proactively address generational dynamics and invest in understanding their workforce will be better positioned to thrive.”

Life Stages vs. Generational Labels

In the LIVE, Theresa and Cynthia reference an article by Tracy Brower which offers a more useful framework for viewing generations in the workplace. Brower’s research suggests that instead of focusing solely on generational labels, we should consider the life stages of employees.

Imagine a fresh grad, footloose and fancy-free, diving into new opportunities. Contrast that with a mid-career professional juggling elder care, mortgage payments, and children. Then, picture a seasoned worker, eager to share wisdom and leave a legacy. These life stages paint a richer, more nuanced picture than generational labels alone.

Bower outlines three life/career stages, marked by a shift in priorities and what they value in their role:

1. Early Career Stage: Individuals in this stage, typically younger employees, are often characterized by their openness to new opportunities and a high level of energy. They are generally more willing to take on new challenges and explore different roles.
2. Mid-Career Stage: Employees in this stage often juggle multiple responsibilities, including work, family, and sometimes elder care. They value effectiveness and efficiency, seeking to balance their professional contributions with personal commitments.
3. Late Career Stage: This stage includes older employees who may be more focused on sharing their knowledge and leaving a legacy. They bring a wealth of experience and often seek opportunities to mentor and support younger colleagues.

Brower’s perspective encourages us to look beyond generational labels for a more nuanced understanding of motivations and needs.

“At the end of the day, we’re all riding the same bus”

Archetypes vs. Generations

Cynthia and Theresa expand on this idea by offering another framework for considering motivations and needs: Archetypes.

Archetypes, as they explained, are universal patterns of human behavior and motivation. Think of them as the roles we play in the grand drama of life—Caregiver, Hero, Ruler, Lover, and others.

Unlike generational labels, the Archetypes aren’t bound by time. These patterns repeat themselves across history and cultures, providing a deep well of understanding for human behavior. Still, Archetypes can contain reflections of one’s life stage. For instance, in our work at CultureTalk, we often see that individuals score higher on the Caregiver Archetype after they become a parent or a caretaker for an older family member.

Let’s compare Generations and Archetypes as lenses for understanding our employees:

• The concepts of ‘Generations’ and ‘Archetypes’ BOTH describe patterns of beliefs and behaviors that help us make sense of people and behavior.
• Generational beliefs and behaviors are shaped by the EXTERNAL environment such as social and economic events.
• Archetypal beliefs and behaviors are shaped by our own INTERNAL environment — our motivations and view of the world.
• Generations are TIME-BASED patterns, while Archetypes are TIMELESS.

Both perspectives offer valuable insight.

Strategies for Bridging Generational Divides

Theresa and Cynthia also point to an article by Debra Sabatini Hennelly and Bradley Schurman.

In Bridging Generational Divides in your Workplace, Debra and Brad share a survey by the Living, Learning and Earning Longer Collaborative Initiative that found 8 in 10 global leaders recognize multi-generational workforces as a key to growth, but less than half include age diversity in their DEI initiatives.

The authors point out that the workplace of the future will be even more generationally diverse, and to optimize and retain talent of all ages, leaders need to nurture multi-generational collaboration, build bridges across communication divides and respect and appreciate older workers.

They advocate for reverse mentoring, establishing ‘rules of engagement’ and rethinking ‘filters’ in candidate pools. They encourage companies to reframe generational differences as opportunities for collective learning.

Here the Archetypes deliver in spades.

Archetypes + Generations = New Understanding

Combining Archetypal and Generational frameworks can create a powerful synergy in understanding and managing workplace dynamics.

So, how do integrate an Archetypal with a Generational perspective? Let’s consider some examples:

• You have a Millennial Hero working alongside a Baby Boomer Caregiver. While their generational experiences differ, their Archetypal motivations provide a common ground. The Hero is driven by a desire to prove themselves and take bold actions, while the Caregiver is motivated by a need to support and nurture. Understanding these internal drivers illuminates where their objectives are aligned and offers topics on which these two can connect.
• A Gen Z colleague with a high Explorer Archetype might thrive on innovation and new experiences. Understanding this can help a Baby Boomer Manager (perhaps a high Ruler Archetype) to channel that energy productively. Instead of seeing the employee as a “short attention span Gen Zer” the manager sees them for who they are as an individual, someone who is highly curious and adventurous.

By recognizing these Archetypal patterns, we can move beyond superficial labels and appreciate the unique contributions each individual brings. It’s about creating a culture where everyone feels seen, understood, and valued.

The Takeaway

Generations in the workplace don’t have to be a battlefield of stereotypes and misunderstandings. By blending the insights from life stages and Archetypes, we can create a more cohesive, collaborative, and dynamic work environment.

“Conflict is actually a good thing.”

Cynthia Forstmann concluded the LIVE by emphasizing the importance of not taking generational differences personally and instead, viewing them as opportunities for growth and innovation. Conflict, when managed effectively, can be generative and lead to better decision-making and problem-solving.

So, next time you’re tempted to eye-roll at a colleague’s “Millennial” behavior, take a step back. Consider their life stage, their Archetypal motivations, and how you can bridge those gaps with empathy and understanding. After all, we’re all part of the same story, just playing different roles.

Ready to bridge the generational gaps on your team?

You can bring the Archetype Framework to your organization or clients through our 3-Hour Team Storytelling Workshop Experience.

Through the power of storytelling, we create a safe environment for honest reflection and shared vulnerability. In just a few hours, your team can achieve a level of understanding and connection that might otherwise take years.

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