Public discourse tends to perpetuate a divisive narrative, emphasising superficial differences and stoking well-worn conflicts between older and younger generations. In truth, older and younger people are more alike than they are different, despite the different historical and cultural contexts that have influenced their values and behaviours. This is especially true of attitudes to employment (Kooij, Thijssen, Dikkers, & Tims, 2018). All generations value fair compensation and benefits, opportunities for growth and development, and a healthy worklife balance.

Research also suggests that autonomy, mastery and purpose are compelling factors that bridge the supposed generational divide. According to one 2017 study, published in the Journal of Applied Psychology, employees of all ages, regardless of their level of tenure, value the opportunity to make a meaningful contribution to their organisation (Tims, Bakker, & Derks, 2017).

While it’s true that older and younger people may differ somewhat in their working styles, it’s important to note that many other factors, including an individual’s role, seniority and personal preferences can also influence their working style.

Employers that focus on creating a positive, communicative culture will better serve the needs, aspirations, and preferences of their employees than those making broad assumptions on the basis of age or generation.