A survey of more than 1,000 employees* has revealed that 50% of employees have felt overwhelmed by information at work and have suffered from burnout.
The survey shows 47% of employees believe a generational divide in the workplace leads to miscommunication and of those, 41% say it is due to differences in work ethic. The survey found that almost 60% of Gen Z and Millennial employees would consider quitting if a better workplace culture is available.
The survey also revealed that 59% of employees are not willing to go above and beyond for their employer and 37% of both Gen Z and Millennial employees have engaged in quiet quitting at their job.
The survey highlights significant differences in work habits, attitudes and expectations between the two groups. With Gen Z and Millennials expected to make up almost 60% of the global workforce by 2030, organisations need to adopt tools to bridge the generational gap, improve communication and create a more harmonious and productive workplace. Employee engagement experts, Oak Engage and Leanne Elliott, Business Psychologist and co-host of ‘Truth, Lies and Work’ podcast share practical advice on how businesses can bridge the generational divide.
Personalised management approaches
It’s important for managers to adopt flexible leadership styles that cater to the preferences of both generations.
Leanne said: “Managers need to adapt their leadership style to cater to both Millennials and Gen Z, recognising that it’s not a one-size-fits-all approach. While Millennials might value structure and clear career goals, Gen Z often prioritises flexibility and work-life balance. The good news is that great leadership behaviours like empathy, clear communication and support are effective across all generations. It’s just about making slight adjustments for each individual. By understanding these nuances and personalising their approach, managers can create a more inclusive and motivated team where everyone feels valued and engaged.”
Promote work-life balance and boundaries
The working world has changed and we’re constantly overwhelmed with information and notifications. This means businesses need to make more of an effort to create a healthy working environment.
Leanne comments: “With the constant information overload, setting boundaries has never been more important. Businesses should establish clear guidelines around working hours and personal time, especially since Millennials can often feel pressured to be ‘always on.’ Encouraging employees to set boundaries and lead by example helps reduce burnout and keeps the team healthier.”
Cross-generational mentorship
Gen Z and Millennials are soon going to make up the majority of the workforce so learning key skills from each other will be crucial in bridging the generational divide.
Leanne adds: “Cross-generational mentoring isn’t just for Millennials and Gen Z—Gen X and Boomers can benefit just as much. Younger employees bring fresh ideas and digital skills, while Gen Xers and Boomers offer career wisdom and leadership experience. It’s all about sharing strengths, learning from each other, and breaking down any age-related stereotypes.”
“These programs really pay off. Companies see improvements in job satisfaction, employee retention and even succession planning. Many businesses report a 25% increase in cross-generational project teams and a 30% boost in mentoring pairings within a year. Getting everyone involved makes for a more adaptable, engaged and united workplace, ready to take on future challenges together.”
Acknowledge different career motivations
The survey shows that Gen Z and Millennials have different priorities when it comes to what they need from an employer. While Gen Z prioritises career progression, Millennials are more driven by salary.
Leanne said: “Gen Z and Millennials may have different career drivers, but businesses must also remember that every individual within these groups will have unique motivations. While Gen Z often seeks rapid career progression and new learning opportunities, Millennials might be more focused on salary growth and financial stability. It’s crucial to recognise these generational trends without overlooking personal differences. Career development plans should be tailored not just to generational characteristics but to the individual’s own goals and aspirations.”
“Linking this back to manager training, it’s clear that equipping managers with the right skills is essential. Managers should be trained to recognise and respond to these individual differences, using coaching skills such as empathy, active listening and goal-setting to support personalised development paths. When managers are trained to adapt their approach based on what drives each team member, they can create an environment where every employee feels their personal career goals are supported and understood, which ultimately fosters a more inclusive and motivated workforce.”
Leverage technology for better engagement
The survey revealed that nearly 90% of Gen Z employees blame their productivity on outdated technology.
Leanne comments: “Gen Z, as the first digital natives, have high expectations when it comes to technology. They get frustrated with outdated systems because they’ve grown up with the latest gadgets and seamless experiences. Companies need to invest in modern tech to streamline workflows and improve the day-to-day work experience for all employees. This isn’t just about productivity; it’s about showing that you’re committed to giving your team the tools they need to succeed. If not, you’ll struggle to retain Gen-Z talent. It’s as simple as that.”
Will Murray, CEO at Oak Engage said: “Our research shows that organisations must do more to understand and address the unique needs of each generation in the workplace. By implementing the above strategies and leveraging communication and engagement tools like Oak Engage, companies can create better collaboration between Gen Z and Millennials, reduce burnout and create a more inclusive and productive work environment.”
*Oak Engage
download Oak Engage’s report from their website
