Dear Monsters, The contemporary workplace is a melting pot of diverse perspectives, experiences, and approaches to professional life. As we continue to embrace inclusivity and diversity while driving for the well needed change in the world, it becomes crucial to understand the nuances that different generations bring to the table.

At work, Millennials and GenZ are usually placed in the same basket… the youngsters that walk around with no respect for authority, demanding home office days, casual dress codes and flat hierarchies. Oh yes, and a four-day workweek.

Although Millennials and GenZers do have many things in common, there are key points in which they differentiate. Trust me, dear monsters, we can all be better leaders if we try to understand others that are different from us, so let’s give this important topic a go.

In this article, we delve into the differences between millennials and Gen Z in the workplace that will help us connect, lead and empower them better, faster, smarter. Sounds like a no-brainer, right?

1. Mindset and Values:

Millennials, born between 1981 and 1996, often prioritize work that aligns with their values, seeking a sense of purpose and impact. Because of the times of economic prosperity they were raised in, and their obsessed and reckless parents, the Baby Boomers, they grew up to think the world is their oyster. Idealistic and hopeful, millennials face challenges in a unique way, frequently asking themselves “What will this do to my future?”. Gen Z, born between 1997 and 2012, lean towards pragmatism and tends to value job stability and financial security. They are the “down to earth” younger siblings of millennials. GenZers spent their childhood in times of economic instability, market crashes and crisis of authorities. Raised (mostly) by the sceptic and disappointed GenXers, they grew up to be worried about their financial future, so much so, that this is taking a serious toll on their mental health.

2. Communication Preferences:

Millennials might be the generation that grew up with cell phones, but most of them still remember playing outside with other kids, collecting stamps or sticky album cards and Barbie dolls and Action Men. So, Millennials still do have a side of them that prefers direct direct, face-to-face communication. On the other hand, Gen Z is the first generation that grew up not with cell phones, but with smartphones. That is why favors quick, concise digital exchanges, making them adept at using various messaging apps and social media platforms for work-related communication. A huge challenge for senior leaders today is to get younger employees engaged on the traditional communication platforms, such as email, telephone or video conferencing. It all starts to make sense, right?

3. Work Ethic and Goals:

Millennials typically prefer collaborative work environments and prioritize teamwork, seeking job roles that offer a sense of community and belonging. They were taught to adjust to social situations and to fit in with their group of friends. They grew up doing group projects at school. This has implications on their behavior at work, sometimes being overly dependent on manager responsiveness, frequent feedback and check-ins. Gen Z, grew up on a screen. This means GenZers thrive in independent work settings, valuing autonomy and the opportunity to make individual contributions that directly impact the organization’s success. GenZers were the ones most likely to prefer remote working settings, although they equally are the ones most likely to benefit from working in the office.

4. Coping with Stress:

Both millennials and GenZers are considered to be “snowflakes”. And they probably are. Millennials, having grown up idealistic and under the surveillance of their helicopter parents, tend to be responding with stress with a “why is this happening to me?”-mentality. Entitlement at its finest, don’t you think? Millennials were in their late teens to early and late twenties when the World Financial Crisis of 2008 hit, so they could build resilience more easily. Gen Z, on the other hand, is growing up in times when technology brings all kinds of news to us – and mostly bad ones. They experience multiple crisis a day, hearing about mass shootings, social injustice, financial uncertainty, war and crime. That is one of the many reasons why GenZers are feeling much more stressed and overwhelmed than other generations.

5. Technology Integration:

While millennials experienced the rapid growth of technology and the rather slow deployment of that same technology at the workplace (there, I said It!), they aren’t the digital master Jedis. Gen Zers are the right hackers here. They are inherently tech-savvy and accustomed to seamless integration of digital tools. They are quick to adapt to new technologies and often bring innovative ideas to the table, pushing for more tech-driven solutions. This is one of the reasons why GenZ may probably hold the key to fully digitizing the workplace and dealing with artificial intelligence – these guys grew up in the peak of the information era and do not recall how the world worked without it.

I know this might look like a lot, especially for leaders that are managing young monsters. But the key paradigm here is to understand that age diversity makes us richer and more likely to thrive in the new world of work.

Millennials and GenZers will soon comprise the largest working population in the workplace and it is up to their managers to help them become better leaders today. Here are some tips on how I recommend leaders can deal with these monster-esue creatures:

1. Embrace Reverse Mentorship: Oh and did I mention that Millennials and GenZers find each other absolutely lame? As New Age Leaders, you can solve this conflict quite easily. Create opportunities for mutual learning and growth by encouraging cross-generational mentorship programs. Millennials can share their experiences and industry insights with Gen Z, while Gen Z can offer valuable knowledge about emerging technologies and contemporary trends.
2. Provide Diverse Learning Experiences: Offer a range of professional development opportunities that cater to the diverse learning styles and career aspirations of both generations. Incorporate workshops, seminars, and e-learning platforms that facilitate continuous learning and skill enhancement.
3. Establish Well-Being Initiatives: Develop comprehensive well-being programs that address the unique stressors and mental health concerns of both generations. Implement wellness workshops, mindfulness training, and resources that promote a healthy work-life balance and foster resilience in the face of challenges.
4. Encourage Multifaceted Communication: Create a communication framework that combines both traditional and digital channels, catering to the preferences of millennials and Gen Z. Emphasize the importance of clear, concise communication while fostering an environment that encourages open dialogue and constructive feedback.
5. Cultivate a Culture of Innovation: Foster a culture of creativity and innovation by encouraging idea-sharing and collaboration across generations. Provide platforms for brainstorming sessions, hackathons, and cross-functional projects that leverage the diverse perspectives and technological expertise of both millennials and Gen Z.

By acknowledging and leveraging the unique strengths and perspectives of both millennials and Gen Z, leaders can create a dynamic and inclusive work environment that fosters innovation and growth.

Striving to bridge the generational gap by embracing these differences will not only enhance productivity but also promote a culture of continuous learning and development.

So let’s do it, monsters!