Gen Z Is Struggling to Work With Boomers

As Gen Z enters the workforce for the first time, they’re struggling to work with their older coworkers, a new HR report found.

While Gen Z (those in the workforce up to age 26) will represent 27 percent of the global workforce by 2025, many are concerned about how the younger generation has adapted to the workplace. A new LSE report found that some of those worries could be based on reality.

Gen Z and millennials reported low productivity more than any other generation in the workplace, at 37 and 30 percent respectively. This was compared to just 22 and 14 percent of Gen X and Baby Boomers who said the same thing.

However, there was one key factor that contributed to a worker being more likely to report low productivity, and it came down to the age of the people they were working with.

Overall, employees with large age gaps with their employers reported far worse productivity, with those who had managers 12 years or older being 1.5 times more likely to report low productivity. The study was based on responses from nearly 1,500 employees in the United States and the United Kingdom.

Still, not everyone believes the numbers fully paint the younger generation as the ones to blame.

“Contrary to popular belief, I argue it’s not just the younger generations struggling to work with their older counterparts,” HR consultant Bryan Driscoll told Newsweek. “The problem lies in both directions.”

He said the report merely highlights a symptom, not the cause, of dysfunction that’s occurring in many workplaces as Gen Z, millennials, Gen X and Baby Boomers all try to work together.

“It’s not just about age or generational gaps,” Driscoll said. “It’s about changing attitudes toward work, evolving technologies, and differing communication styles. Ultimately, the old ways of work simply don’t work for younger generations.”

Kristen Zavo, a career coach who wrote Job Joy, said Baby Boomers grew up with more security, loyalty and pride in what they do for work—making it a key part of their identity. For Gen Z and millennials, that rarely is the case.

“Gen Z does not have the luxury of job security,” Zavo told Newsweek. “Pensions are a thing of the past, and they’ve seen in recent years how one can sacrifice their well-being for a job only to be laid off without reason.”

Gen Z also grew up being aware of the online gig economy and views work as just one part of a full life and essentially only a way to make money, she said.

“This translates to this generation not feeling the need to produce beyond their job description or work hours,” Zavo said.

While companies are right to worry about how low productivity translates to missed deadlines, team conflict and financial losses, Driscoll cautions against playing the blame game. Instead, he said companies need to focus on understanding and communication. That includes making an effort to understand the new values of the younger generation.

“All generations need to make an effort to understand and respect each other’s work styles and perspectives,” Driscoll said.

For Baby Boomers and Gen X, that might mean embracing new technology and accepting change, including the fact that younger generations tend to have different priorities.

“For Gen Z and Millennials, it involves appreciating the experience and wisdom older generations bring to the table, being able to accept a different perspective without adhering to it,” Driscoll said. “In essence, creating a culture of mutual respect and learning is key and requires buy-in from every employee, regardless of generation.”

While Baby Boomers might stick to a top-down way of doing things at work, Gen Z-ers often crave autonomy and purpose, said Phil Vam, the owner of Micro Startups. Vam has seen this team dynamic play out time and time again in his company.

“They’re looking for a vibe where their voices are heard and they feel part of something bigger, not just being told what to do,” Vam told Newsweek. “This mismatch can lead to younger employees feeling less connected to their work, which then shows up as dips in productivity. It’s not that they need constant praise, but a nod for their efforts goes a long way.”

Baby Boomers and Gen X-ers also grew up with snail mail, house phones and faxes, which are all foreign to the younger generations, who view emails and even texting as the norm within the workplace.

While younger workers might prefer digital communication, older colleagues could see this as impersonal, Miriam Groom, a career counselor and senior director for talent management at KPMG, said.

“Similarly, the older generation’s approach to problem-solving and decision-making, which may be seen as methodical and thorough, might be viewed as slow or resistant to change by younger employees,” Groom told Newsweek.

Part of the issue is also when exactly Gen Z emerged into the workplace. During the pandemic, at the height of remote work, older employees have the experience and prior work relationships that can develop soft skills like teamwork and communication.

“Anyone who’s made the transition from a full-time student to a full-time employee knows that it’s an adjustment,” Richard Wahlquist, chief executive officer at the American Staffing Association, told Newsweek. “For younger workers who are looking to learn how to most effectively understand and navigate the social and emotional aspects of the workplace, remote work can be a detriment.”