Leading Teams Across Generations: Gen X to Gen Z

Let me tell you a little something that happened.

A few months ago, I was in a client meeting. The presentation was underway, and I noticed a young associate typing away furiously on their phone. Just as I was about to smile at their enthusiasm, a Gen X manager leaned over and whispered, “See? This is what I mean—no respect for meetings these days.”

A while later, that same associate casually told me, “I was just typing key takeaways into our Slack group so the team wouldn’t miss anything.”

There it was—two people in the same room, two completely different worlds.

So Many Generations, So Many Lenses

That story sums up exactly what most workplaces are experiencing right now.

If you’re leading a team today, chances are you’re managing a blend of generations:

Gen X (born ~1965–1980): Practical, grounded, fiercely independent. They’ve seen typewriters, floppy disks, and now ChatGPT.
Millennials (born ~1981–1996): Purpose-driven, collaborative, and all about feedback and growth.
Gen Z (born ~1997–2012): Super digital, direct, and not shy to ask, “Why are we doing this again?”

And if you’re lucky, you might have a few Baby Boomers bringing in wisdom—and maybe an Alpha intern who calls you “bro” in a meeting.

One workplace. Multiple mindsets. And a whole spectrum of what “getting things done” looks like.

So how do you lead such a beautifully chaotic mix? Let’s take a closer look.

When Generational Cultures Collide

You see the differences most clearly when they work together.

During a team-building workshop we ran recently, two groups were giv Multigenerational Culture in the Workplace en the same task.

One group quietly made notes, assigned roles, and worked step by step. The other jumped straight into execution, brainstorming loudly and going with the flow.

You already know where this is going, right?

The first group had more Gen Xers. The second? Mostly Gen Z.

Both delivered. But the process? Full of friction, assumptions, and a few eye rolls.

This isn’t about who’s better. It’s about learning to lead everyone better.

5 Truths Every Leader Must Know About Multigenerational Teams

So, what does it really take to lead a mix of generations effectively?

Here are five truths every leader should keep in mind:

1. They’re Motivated by Different Things

Gen X often values security, independence, and results.
Millennials? Growth, purpose, and regular feedback.
Gen Z wants quick wins, creative freedom, and a sense that their work matters now.

Leader Tip:

Instead of guessing what drives each person, just ask. A short 1:1 or pulse check can open up so much.

2. They Speak Different Languages (Literally and Digitally)

Beyond motivation, communication is another area where generations can miss each other.

One person prefers a detailed email. Another wants a voice note. Someone else sends a reaction emoji and considers that a complete response.

Leader Tip:

Set a few shared norms like:

Big updates on email
Quick decisions on WhatsApp or Slack
Feedback in-person or on a call

Keep it flexible, but fair.

3. They Process Feedback Differently

Feedback expectations vary wildly too.

For Gen X, “no news is good news.”
Millennials may expect feedback weekly.
Gen Z? They love quick, real-time inputs—with emojis preferred.

Leader Tip:

Adjust your feedback style. You don’t have to overdo it—just be intentional. One size doesn’t fit all.

4. Digital Confidence ≠ Decision-Making Maturity

And while Gen Z may be lightning fast with digital tools, that doesn’t always mean they’re ready to lead projects solo.

Just because someone knows every feature in Notion doesn’t mean they’re ready to lead a project. And just because someone prefers phone calls over Slack doesn’t mean they’re outdated.

Leader Tip:

Start a two-way mentoring system. Let the younger ones help with tools, and let the experienced folks guide on navigating people and politics.

5. Conflict Isn’t Bad—Silence Is

Finally, let’s not shy away from friction. It’s normal.

When people of different generations work together, differences are natural. But silence, assumptions, and passive aggression? That’s what damages teams.

Leader Tip:

Create space for open dialogue. Ask:

What’s one value your generation holds strongly?
What’s one myth you wish people stopped believing about your generation?

You might hear answers that surprise you. In the best way.

Your Generational Leadership Self-Check

Now that you’ve got the big picture—let’s check in on how you’re doing as a multigenerational leader.

Take a minute. Reflect honestly.

Rate yourself (1 to 5):

I understand what motivates each generation on my team.
I adjust how I communicate based on who I’m speaking to.
I encourage all age groups to share their ideas.
I ask for feedback on how I lead across age groups.
I address tension openly when it surfaces.

Score check:

21–25: You’re a Generational Rockstar!
15–20: You’re on the right track—just a few tweaks to go.
Below 15: Time to pause and rethink a few patterns.

Want a Google Form version for your team? Just holler—we’ve got it ready.

Break the Ice: 3 Activities to Connect Across Ages

Okay, now that we’ve talked strategy, here’s how you bring this to life with your team—minus the awkward games.

Try these simple, energizing activities:

1. Back in My Day…

Each team member shares:

A trend they followed when they started working
A tool or tech they used that’s now extinct

It gets people laughing and bonding instantly.

2. Reverse Mentoring
Pair up a Gen Z and a Gen X (or any mix). Let each teach the other something—tech, leadership hacks, or even a favourite productivity app.

Both sides walk away with fresh respect.

3. Guess the Generation
Each group writes 3 “unwritten rules” of how people behave in their generation. Then mix them up and guess who wrote what.

It’s fun. It’s revealing. And it breaks a lot of assumptions.

Let’s Talk About Bias (Because We All Have It)

As you create more dialogue across generations, one thing to watch for is bias.

Bias isn’t just about gender or background. It creeps in quietly when we think things like:

“They’re too young to handle this client.”

“She probably won’t get the tech.”

“He’s too old-school for this fast-paced stuff.”

Sound familiar? It happens to all of us. No judgement.

But when we let these quiet assumptions guide our choices, it affects how we delegate, who we promote, and who gets to speak up.

What you can do:

Gently call out stereotypes when you hear them—even in yourself
Make space for honest chats about generational bias
Ask yourself: “Is this a fact… or just a story I’m telling myself?”

The more awareness we bring in, the more fairness we build in.

The Future Will Always Be Multigenerational

Now that we’ve tackled motivation, feedback, tools, and bias… here’s the truth:

This mix isn’t going away.

We’re not suddenly going back to teams of people the same age with the same worldview. And honestly, would we even want to?

The real power lies in learning to lead across those differences. And once you start, you’ll be amazed at what opens up.

What It Looks Like When It Works

When a Gen Z team member and a Gen X leader start sharing ideas, asking questions, and laughing together… something shifts.

Suddenly,

Strategies are sharper—because you’ve got fresh ideas and seasoned wisdom
Execution is smoother—because each person’s strengths are being used
The culture feels real—because everyone’s voice has space

One of our clients told us that after a session on generational awareness, their youngest intern became the go-to for anything digital, while a senior leader started mentoring her on stakeholder management.

That’s not just teamwork. That’s mutual growth.

And honestly? That’s what makes this mix so powerful—when we stop managing generations and start learning from them.

Let’s create teams where experience meets energy, and everyone wins.

Ready to Bring Generations Together on Your Team?

At The Yellow Spot, we create team-building experiences that go beyond surface-level “fun.” We help teams talk honestly, understand deeply, and work better together—across generations.