Navigating Generational Differences in Work Styles

I'm watching two generations of healthcare workers speak completely different languages about work. Older physicians: "We sacrificed for medicine. Why won't they?" Younger providers: "We want sustainable careers. Why won't you listen?" One in five physicians are planning to leave or reduce hours, and both generations are blaming each other. In residency, I witnessed a heated department meeting. A 65-year-old surgeon accused residents of being "soft." A 28-year-old resident shot back that attendings were "glorifying abuse." Both were right. Both were wrong. Having built teams across age groups, here's what I've learned: 1/ We're fighting about symptoms, not causes ↳ Older docs see laziness; younger docs see boundaries ↳ Both are responding to broken systems ↳ The real enemy is outdated infrastructure ↳ Intergenerational conflict distracts from structural reform 2/ Each generation solved for their reality ↳ Boomers: Prestige compensated for brutal hours ↳ Gen X: Technology promised efficiency (delivered documentation) ↳ Millennials: Entered $300K in debt to worse conditions ↳ Gen Z: Watched burnout destroy their mentors 3/ The math changed, but the expectations didn't ↳ Medical school debt increased 400% (adjusted for inflation) ↳ Documentation burden doubled ↳ Reimbursements declined 30% ↳ Yet we expect the same "dedication" 4/ Neither side is wrong about values ↳ Sacrifice built modern medicine ↳ Sustainability will save it ↳ We need both perspectives ↳ The conflict comes from false choices The issue isn't generational differences. It's systems designed for a healthcare world that no longer exists. We built medical training around: • 30-year careers (now we need 50) • Unlimited availability (now we need boundaries) • Personal sacrifice as virtue (now we need sustainability) • Physician as lone hero (now we need teams) The most successful teams include providers from 25 to 70. The magic happens when we stop debating who was right and started asking what worked. Older providers brought: • Clinical wisdom • Relationship-building skills • Perspective on change • Patience with complexity Younger providers brought: • Technology fluency • Workflow innovation • Collaborative approaches • Sustainability focus The solution isn't choosing sides. It's redesigning medicine for the workforce we actually have, not the one we wish we had. When we honor both experience and innovation, something powerful happens: we create systems that work for everyone. The future of healthcare isn't old versus young. It's wisdom paired with sustainability. --- ⁉️ How do you bridge generational divides in your healthcare teams? What works and what doesn't? ♻️ Repost if you believe healthcare needs both experience and innovation 👉 Follow me (Reza Hosseini Ghomi, MD, MSE) for perspectives on building sustainable healthcare teams

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

I used to think managing a multi-generational team was all about adapting my leadership style. But I was leading in ways that weren’t bringing out the best in everyone. Here are 6 common mistakes leaders make when managing teams across generations (and how to fix them): 1. Assuming they’ll just adapt ↳ Each generation has unique values and work styles. Don’t assume they’ll automatically adjust to yours. 2. Using authority without dialogue ↳ Leadership is about collaboration, not control. Open communication is key to getting the best results. 3. Sticking to one communication style ↳ Generations communicate differently. Be flexible and meet people where they are. 4. Thinking it’s all about age ↳ It’s not just about the generation — it’s about understanding the context, needs, and working style of each person. 5. Failing to give tailored feedback ↳ Provide feedback in a way that resonates with each generation. Make it actionable and relevant. 6. Neglecting the need for flexibility ↳ A one-size-fits-all approach doesn’t work. Be adaptable, not just to the role, but to the individual. I learned these lessons the hard way. And I'm still learning. But everything changed when I realized that leadership isn’t about being the loudest voice in the room. It’s about building bridges between different working styles. Which mistake have you made as a leader? 👇 Share your thoughts. ♻️ Repost to help someone improve their leadership skills. 🔔 Follow Natan Mohart for more practical leadership insights.

Supporting Gen Z in the world of work is no easy feat... ...especially when employers miss the mark in their talent acquisition practices and supervisors are underprepared to support the youngest generation in the world of work 💼 It is no easy feat to support an intergenerational workforce. As someone committed to workplace success, I've noticed three critical areas where organizations must invest to effectively integrate Gen Z talent into the intergenerational workplace ⬇️ ➡️ Transparency in job descriptions Gen Z professionals prefer clarity about what a role they're interested in will truly entail, including growth pathways and compensation structures. This transparency builds immediate trust and sets the foundation for long-term engagement. ➡️ Comprehensive onboarding structures Many organizations still treat onboarding as a checkbox exercise rather than a crucial developmental period (I've been there, and it was rough). Gen Z thrives when given proper context, clear expectations, and direct access to resources to help them thrive. A well-structured onboarding program helps curb future misunderstandings and demonstrates your commitment to intergenerational success. ➡️ Intentional feedback frameworks The absence of consistent feedback leaves young professionals vulnerable to imposter syndrome and uncertainty. By implementing regular coaching-oriented conversations, supervisors can help new talent build confidence while ensuring alignment with team needs. What strategies has your organization implemented to better bridge generational divides? Have you seen success with any particular approach to supporting Gen Z? 🤔