Gen X Insights for Gen Z: Why It Matters in Today’s Workplace

In corporate environments today, it's not unusual to find Baby Boomers, Gen Xers, Millennials, and Gen Z working together under one roof. This blend of perspectives, experiences, and values has the potential to drive innovation, foster adaptability, and enrich workplace culture. Yet, bridging generational gaps remains a challenge for many organizations, especially when it comes to Gen X and Gen Z. These two generations bring distinct outlooks to the table, and managing them effectively can make or break an organization’s growth and cohesion.

To understand this better, we conducted a poll that posed the question: "What is one thing you wish Gen Z understood about work?" Respondents (primarily Gen X leaders) were given four options:

1. 'You don't always win.'
2. 'We've been there before'
3. 'Emails aren't 'vintage'
4. 'Meetings aren't optional'

The results were clear:

• 48% of respondents chose 'You don't always win'
• 33% selected 'We've been there before'
• 9% chose 'Emails aren't 'vintage'
• 11% chose 'Meetings aren't optional'

These responses highlight some of the core beliefs Gen X holds about work. But they also reveal a key sentiment—“You don’t always win”—which goes deeper than simple frustration and points to generational values shaped by years of adapting to a changing world. In this article, we’ll explore the reasons behind these responses, debunk some misconceptions about managing Gen Z, and offer practical steps to build bridges between generations in the workplace.

Unpacking What Gen X Wishes Gen Z Understood

The sentiment “You don’t always win” speaks volumes about the values and work philosophies Gen X has held since they entered the workforce. Gen X came of age in an environment that didn’t always reward persistence with immediate recognition. They experienced economic ups and downs, layoffs, and the introduction of technology, adapting to change while often lacking the resources Gen Z now has at their disposal.

Here’s a closer look at the responses and what they reveal about Gen X’s experiences:

"You Don't Always Win" (48%):

This response points to Gen X’s belief that resilience and patience are critical to career growth. They may feel that Gen Z, having grown up in a digital world of instant feedback, expects quick success. Gen X, by contrast, is used to setbacks as a part of the process and sees value in learning from failure.

"We've Been Here Before" (33%):

Many Gen Xers have lived through multiple industry shifts and technological changes. They bring institutional knowledge and adaptability. This response highlights Gen X’s frustration with the perception that older methods are outdated. They want Gen Z to recognize the value of tried-and-true practices while balancing them with new approaches.

"Emails Aren't 'Vintage" (9%):

While Gen Z is known for preferring messaging apps and quick communication, Gen X sees email as an effective, professional means of documentation and accountability. This reflects Gen X’s belief in structured, clear communication and their discomfort with Gen Z’s seemingly casual approach.

"Meetings Aren't Optional" (11%):

Gen X values meetings for relationship-building and alignment, but few respondents chose this option, likely because they recognize that meeting culture itself could benefit from an update to fit today’s fast-paced, digital environment.

Common Misconceptions About Managing Gen X and Gen Z Together

1 | Gen Z Doesn't Have a Strong Work Ethic

Gen Z has a strong work ethic but is redefining what “hard work” looks like. Efficiency, mental health, and work-life balance are top priorities, which can come across as a lack of grit to Gen X. However, Gen Z is motivated by clear outcomes rather than just clocking hours, and they thrive in environments that allow for flexibility.

2 | Gen X Is Resistant to Change

Gen X has adapted through various shifts in the workplace, from technological advancements to major economic changes. While they may be more cautious in adopting trends, they value changes that improve productivity and align with company goals.

3 | Gen Z Doesn't Show Loyalty

Loyalty for Gen Z is tied to alignment with their values, meaningful work, and growth opportunities. They are willing to stay and commit when these conditions are met, but they have no hesitation about moving on if their expectations aren’t fulfilled—a perspective Gen X may see as “job-hopping.”

4 | Gen X Isn't Tech-Savvy

Gen X was the first generation to witness and adapt to massive technological changes in the workplace. While they may not adopt every trend instantly, they are more than capable of learning and using tech effectively, especially if it enhances work productivity.

Voices from Gen X:

Confidential Quotes from Respondents:

• "I believe our greatest opportunity lies in mentoring and advocating for others...allow[ing] them to become stronger individuals but also fosters a culture where diversity of thought and experience is genuinely appreciated." - L.M.
• "I think it is equally important to set the proper expectations for growth...for those that want to grow, providing them the path and the steps to get there helps to set and manage expectations." - K.F.
• “I respect Gen Z’s tech skills, but sometimes I wish they’d be more open to learning from experience. We don’t need to reinvent the wheel every time there’s a new app or tool!” - E.S.

These reflections underscore the challenges—and opportunities—of bringing generational experiences together. Gen X and Gen Z have valuable perspectives, and organizations that bridge these gaps can benefit from a balanced, resilient workforce.

Case Studies: Leaders Bridging the Generational Gap

1 | Reverse Mentorship at a Global Consulting Firm

A global consulting firm introduced a reverse mentorship program, pairing Gen X leaders with Gen Z employees. In bi-weekly sessions, Gen Z mentors shared insights on emerging tech, while Gen X mentors discussed leadership and resilience. Both groups gained a deeper appreciation for each other’s strengths, boosting collaboration and communication across teams.

2 | Flexible Work Policies at a Retail Company

A major retail company piloted a flexible work policy that allowed Gen Z employees to work remotely while maintaining an on-site presence for team-building. Gen X leaders initially hesitated, but they noticed improved productivity and engagement. The company now uses a hybrid model, with specific in-person days for collaboration and bonding.

What Organizations Can Do Today

1 | Establish a Mentorship Program

Pairing employees from different generations for mutual mentorship builds understanding and leverages each generation’s strengths.

Best Practice: Rotate mentors every six months and encourage participants to set clear learning goals.

2 | Open the Dialogue on Communication Preferences

Misunderstandings often arise from different communication styles. Establishing norms can reduce friction.

Best Practice: Discuss preferred communication channels and set guidelines. Use chat for quick questions, email for documentation, and face-to-face for complex discussions.

3 | Recognize the Value of Work-Life Balance

Work-life balance is essential to Gen Z, and Gen X leaders can set an example by supporting this balance.

Best Practice: Encourage flexible scheduling and establish a culture where employees can openly discuss balance and burnout.

4 | Create Structured Feedback Loops

Gen Z values regular feedback, while Gen X may be more used to annual reviews. Frequent, short check-ins can satisfy both.

Best Practice: Implement bi-weekly check-ins to track progress and align on expectations, ensuring both generations feel heard.

5 | Encourage Cross-Generational Brainstorming

Diverse teams generate innovative ideas. Creating opportunities for cross-generational brainstorming can harness these different perspectives.

Best Practice: Schedule monthly brainstorming sessions with mixed teams to tackle challenges and propose solutions.

Conclusion

As a 'Gen Xer' (Xennial, depending on your source), I know the struggle to find common ground with how work is completed and communicated can be a 'trigger' for many of us. However, it doesn't have to be a challenge - it can be an opportunity to build more dynamic, balanced, and resilient teams. As leaders, we are in a unique position to bridge this divide by leveraging our experience and adaptability alongside Gen Z's fresh perspectives and tech-savvy.

Contact Us!

If you’re ready to dive deeper into building cross-generational understanding, let's chat. There's a path to a workplace where every generation thrives. Together, we can transform generational differences into a powerful tool for success.

Let's Chat - Inquiry: Multi-Generational Solutions

About Cardigan Careers

At Cardigan Careers, we believe that the strength of any organization lies in its ability to bring out the best in every team member—regardless of age or experience. As today’s workplaces evolve, generational differences can create unique challenges that impact team cohesion, productivity, and innovation. We’re here to help you turn these differences into strengths with tailored strategies that build understanding, boost collaboration, and unlock the potential of multi-generational teams.

Why Multi-Generational Inclusivity Matters:

Organizations today face the critical task of engaging and retaining talent across four distinct generations. From Gen Z’s fresh perspectives to Boomers’ depth of experience, every generation brings something unique to the table. However, without the right tools to communicate and collaborate effectively, these differences can lead to misunderstandings, lost productivity, and high turnover.

Cardigan Careers specializes in bridging these gaps by creating strategies that foster inclusive, respectful, and high-performing environments.