Introduction:

The generational diversity in the commercial office environment has never been so vast. Now the commercial workplace needs to constantly evolve and adapt to cater for the requirements of the generations, changes in technology and the general shift in working styles since Covid. The things we all need from the ‘Office’ differ greatly depending on your job role and the stage in your career. What is very clear is that the pre-covid workspace doesn’t suit all generations and working styles.

We have Baby Boomers coming to the end of their careers, Generation X stepping into senior leadership roles, Millennials being the largest group in the workforce, and Generation Z starting their careers (a huge percentage of these having never experienced the pre-covid work setting), the intergenerational dynamics are driving the way office spaces are designed and used.

The office needs to be a destination that people want to visit to learn from their colleagues. Each generation has a lot to offer to the others, it is not a one way learning curve.  

Defining the Generations: 

Boomer female

Baby Boomers: Currently aged 60 to 78, born between 1946 and 1964. Known for their strong work ethic and loyalty. 

gen X male

Generation X: Aged 44 to 59, born between 1965 and 1980. They value independence and work-life balance. 

Millennial male

Millennials (Generation Y): Aged 28 to 43, born between 1981 and 1996. Known for their tech-savviness and desire for meaningful work. 

gen z female

Generation Z: Aged 6 to 27, born from 1997 onward. They value authenticity, technology, and social justice. 

Communication Styles: 

The way we communicate varies significantly across the generations. We see Baby Boomers preferring face-to-face communication and formal emails, while Generation X appreciates direct and efficient communication via emails and phone calls. Millennials lean towards quick and informal interactions through instant messaging, and Generation Z prefer using various digital platforms and values visual and digital communication. 

Often there can be frustration between the Boomers and Zoomers, all Boomers (and a lot of Gen X) started their careers with no mobile phones, no emails and the internet was in its very early stages. All communication was in person, via telephone or fax machine (for those that remember them). This is something that Zoomers do not have built into them, some of them completed the final stages of their education remotely due to Covid.

Workplace Expectations:

Each generation has different expectations from their employers. Boomers often value structured hierarchies and traditional work environments. In contrast, Gen Xers prefer autonomy and are pioneers of the work-from-home concept. With Millennials like flexible working conditions and opportunities for growth, and Gen Z seeks jobs that promise stability, inclusivity, and social impact. 

Technology Adaptation:

Adapting to technology is a dividing line in the workplace. Millennials and Gen Z are digital natives comfortable with using new technologies and platforms, Gen X is adaptable but prefers proven technologies. Boomers may require more time to adapt to new tech. Understanding this can often help when rolling our training schemes. 

Training and Development:

Having a system that allows everyone to access additional training and guidance when they need it will ensure everyone can develop in the way that suits them, at their pace and usually the ability to revised the content.

For example, traditional in person training may benefit Boomers and Gen X, whereas Millennials and Gen Z might prefer interactive and digital learning experiences. 

Cross-Generational Mentorship:

Implementing cross-generational mentorship can be tremendously beneficial. Such programs not only facilitate knowledge transfer but also build mutual respect and understanding across different age groups, this is also used as a platform for career progression.  

Challenges and Conflicts:

It’s natural for conflicts to arise from differing work ethics, communication styles, and expectations. Recognising these differences and addressing them through open dialogue and tailored policies can mitigate conflicts and foster a more harmonious workplace. 

Strategies for Harmony:

To promote a collaborative environment, it is crucial for leaders to recognise and leverage the unique strengths of each generation. This can be achieved by implementing flexible policies, encouraging diverse team compositions, and promoting a culture where every voice is heard and valued.

At Hunters we established a ‘Champions’ Scheme, which allows focus groups to work together to develop areas of the business. This allows the business to adapt to better suit our people.  Thankfully, the most successful group is our ‘Wellbeing Champions’ who run regular events to increase awareness about topics such as the Menopause and prostate cancer. This is having a positive impact on reducing stress and improving social connections.   

Conclusion:

The first step to designing or adapting your commercial office space, is to understand your people, what they need and how they like to communicate internally and externally.

The post-covid office tends to need large collaborative spaces for teams to gather and carry out in person tasks that are not possible working remotely.

We are seeing a big requirement for small private spaces for video calls and focus work. This is less related to generations and more the modern way we all need to work in the post-covid world. By fostering an environment of respect and collaboration, organisations can ensure that all generations excel and learn from each other.  

To learn more, why not have a look have a look at our Diversity section here