There’s arguably no drama more juicy right now than that between the different generations in the workplace.
Gen Zers are “entitled” and have bad office manners, just like the millennials who came before them, and baby boomers are too stuck in their ways—no wonder they’re at each other’s throats. (Gen Xers, the forever latchkey kids that they are, continue to get overlooked in the scuffle.)
And it’s become enough of a problem for HR to have to step in.
In 2025, some HR leaders want employers to stop fixating on the differences that divide generations, and start embracing strategies that support workers of all ages, such as job flexibility and new mentorship models.
Stop fixating on generational stereotypes. “We should shift away from making HR decisions based on generational labels like millennials or Gen Z. Instead of broadly generalizing by age, employers must focus on understanding employees through their life experiences and milestones. For example, whether someone is 27 or 42, they might be going through similar life events—such as becoming a parent—that influence their needs and priorities at work. By concentrating on these meaningful moments rather than relying on generational stereotypes, we can develop more thoughtful and personalized HR policies that truly support our people at different stages of their lives.”—Cyril Boisard, Director of People, Workleap
Do you get deja vu? “Anyone else getting generational deja vu? In 2024, it seemed like there were new articles everyday about how Gen Z is ‘ruining the workforce,’ ‘acting entitled,’ or ‘doesn’t want to work’…The rhetoric around Gen Z employees is only a hair away from that in the 2010s when millennials were entering the workforce. As a millennial, I remember getting a little chip on my shoulder reading about how my generation ‘didn’t want to work hard,’ focused too much on themselves, and too interested in social media/tech.
Blaming generational attitudes overlooks the structural issues that affect everyone, regardless of age…The problem isn’t about age—it’s about a failure to adapt to evolving employee expectations like flexibility, meaningful work, and career development. By focusing on these areas, companies can create a workplace that engages all generations, not just the youngest.”—Heather Walker, senior data scientist, Culture Amp
Embrace Gen Z’s desire for flexibility. “The generational story is a familiar headline in the media. Each year, conversations emerge about the newest generation entering the workforce which often focuses on the challenges and perceived barriers they bring. One workplace challenge we must address is the cultural divide that exists between generations, particularly in understanding flexibility, workplace demands, and skill expectations.
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This year, there was a hot focus on viewing Generation Z’s desire for flexibility as entitlement, but I see it as a natural evolution in workplace culture. This generation has grown up in a world where flexibility is the norm and so their expectations simply reflect what they’ve come to value. Rather than negatively labeling these differences, managers must adopt a curious and open-minded approach by asking questions to understand each generation’s perspective. Recognizing these unique expectations as strengths rather than obstacles helps create a culture where each generation—whether seasoned employees or new grads—brings their skills to the table and are learning from one another. Building a cohesive, resilient team means bridging these differences with respect and a shared commitment to understanding rather than relying on outdated assumptions. This shift moves us beyond “us vs. them” and fosters a workplace where generational diversity drives growth and collaboration.”—Shanna Milford, US HR Lead, IRIS Software Group
Embrace mentorship at any age. “Much of the dialogue we currently see in the HR space is focused on Gen Z and emerging talent; yet, one in four US workers is expected to be 55 or older by 2030. In 2025, I’d like to see more companies adopt a multigenerational workplace approach. Instead of focusing only on new talent, we can make space for everyone. We’ve realized this approach at Armstrong World Industries with our employee resource group, EMERGE, which stands for Empowering and Mentoring Emerging Professionals for Growth and Excellence. The group’s goal is to work toward the betterment of individuals and innovation throughout our enterprise at any age. One of the focal points of that group is bridging the gap in generations and evolving the workplace through collaboration and perspective. EMERGE engages meaningful panel discussions from leaders that support knowledge retention; fosters an inclusive environment where everyone is valued, encouraging open communication; and leverages the strengths of the people on our teams, regardless of age.”—Salena Coachman, VP of talent sustainability and acquisition, Armstrong World Industries
