Addressing Generational Differences in Employee Engagement

I partnered with Madecraft almost a year ago to create a new learning course, "𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗚𝗲𝗻 𝗭 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝘁𝘆𝗹𝗲𝘀 𝗳𝗼𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀," 𝗳𝗼𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴. The response has been fantastic: 𝟰.𝟳/𝟱 𝘀𝘁𝗮𝗿𝘀, 𝘄𝗶𝘁𝗵 𝗻𝗲𝗮𝗿𝗹𝘆 𝟲,𝟬𝟬𝟬 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗱𝗶𝘃𝗶𝗻𝗴 𝗶𝗻 𝗮𝗻𝗱 𝟰𝟲𝟮 𝗺𝗲𝗺𝗯𝗲𝗿𝘀 𝘄𝗵𝗼'𝘃𝗲 𝗹𝗶𝗸𝗲𝗱 the content. Many managers are still scratching their heads about how to connect with their Gen Z team members. The communication gaps are real, and they're causing more friction than anyone wants to admit. I talked about it on my last appearance on the AM Northwest Morning Show (https://lnkd.in/g2ZuYGjt). Here's what we keep👂🏽 hearing: "They seem disengaged in meetings," "I don't know if they're understanding me," "Their communication style feels... different." That's why I created a course to bridge that gap and help managers actually connect with the newest generation in the workforce. What you'll learn: ☑️ How Gen Z actually prefers to receive feedback and direction ☑️ Why their communication style isn't disrespectful - it's just different ☑️ Practical strategies for meetings, one-on-ones, and project collaboration ☑️ How to leverage their strengths instead of fighting their natural tendencies The goal is to meet them where they are and create an environment where everyone can do their best work, rather than trying to change them or making them "more professional." Check it out so you can turn generational differences into a competitive advantage: https://lnkd.in/emD6YReV

Remember when our parents said "back in my day..." and we rolled our eyes? Well, it's 2025 and now we have FIVE generations saying it in different Slack channels. Sitting in a client's office, I watched a Gen Z designer passionately pitch a mental health initiative while the Silent Generation board advisor nodded thoughtfully before asking, "But what's the ROI?" A perfect microcosm of our new reality. Last week at AI ALPI, we delved into this fascinating workplace theater playing out across companies worldwide: → The Great Generational Convergence of 2025 isn't just demographic trivia—it's fundamentally reshaping leadership paradigms → Our research revealed a striking paradox: 78% of leaders unconsciously hire, promote, and value those who mirror their own generational approaches to work ↳ Yet the highest-performing teams in our dataset were those with maximum generational diversity and leaders trained in "Gentelligence" I observed something fascinating at a Fortune 100 tech company recently—they've created "Generational Translators" who help bridge communication differences. Their VP of People showed me how a simple request like "Please provide updates on the project" generates five distinctly different responses across generations! → Boomers deliver formal documentation → Gen X sends a bulleted list of key points → Millennials create a collaborative deck → Gen Z shares a video walkthrough → And yes, their lone Silent Generation consultant still hand-delivers a printed memo In Q1 2025, companies practicing intentional generational integration saw 3.2x higher rates of successful knowledge transfer and 41% fewer "regrettable departures" than those allowing generational siloing. As one CHRO told me, "We spent decades trying to minimize differences. Now we're learning that our competitive advantage lives precisely in those differences." Saturday thought experiment: How might your Monday morning meeting change if you deliberately sought out the generational perspective most different from your own? 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #FutureOfWork #GenerationalDiversity #HRTech #LeadershipInnovation #Gentelligence #WorkplaceEvolution #AI4HR #2025Trends

I've heard this story from managers so many times it's become a pattern I watch for. A well-meaning manager pulls aside a 26-year-old team member for what he thinks is encouraging feedback: "You're doing great work. Keep it up, and you'll have job security here for decades." The young employee looks deflated. Later, she tells someone she's thinking about leaving because she feels like her growth has stalled. The manager was genuinely trying to motivate her the way he would want to be motivated—with promises of stability and long-term security. She heard "you'll be doing the same thing forever." After decades of studying how different generations approach work, I've seen this dynamic play out countless times in the organizations I work with. What energizes one person can completely miss the mark with another. It's not about stereotypes—every individual is unique. But I have noticed some patterns in what tends to resonate: Many Boomers I work with value stability and prefer direct, face-to-face conversations about their performance. Gen X professionals often want efficiency and independence—they appreciate practical support but don't need constant check-ins. Millennials frequently seek purpose and collaboration in their work. Gen Z employees I've met often expect flexibility and real-time feedback, usually through digital channels. The breakthrough happens when leaders stop assuming everyone is motivated the same way they are. No generation is better or worse. They're just different. And honestly? That difference can be a huge strength when teams learn to leverage it. What have you noticed about motivating people from different generations? Any similar patterns in your experience? #GenerationalDiversity #MultiGenerationalWorkplace #inclusiveleadership #generationalleadership #leadership #training #workplaceculture #GenShift #TeamBuilding