Generations at Work: Why We Work on Each Other’s Last Nerves

Walk into any office, and you’ll notice that most people have the same complaint: “But why did he/she do it like that? That does not make any sense!”.

It’s interesting, some people think a face-to-face meeting is necessary, while others think that it could have just been an email. Some prefer detailed instructions, while others hate anything that feels like micromanagement. Some believe that working for a company long term is a key value while others believe that fast movements will open more doors. One will say “figure it out” and others will say, “let’s work together in figuring it out”. And somewhere in the middle, someone is sighing, wondering how we will ever get things done with all these differences.

Welcome to the joys (and frustrations) of multigenerational workplaces.

Why We Get on Each Other’s Nerves

It’s easy to blame personality clashes, but the truth is deeper than that; in fact, it’s generations deep (pun intended). It’s no secret that workplaces have transformed immensely in the last few decades, not just due to the technological advances such as automation and AI but also because we have a unique workforce; one that is rich with different cultures, genders and generations! In fact, we have one of the most generationally diverse workforces in history with up to five generations still active in the workforce (Traditionalists included).

Each generation brings its own values, habits, and expectations to the workplace. These differences aren’t “wrong”; they’re just different ways of seeing the world.

• Traditionalists, though most are retired, some remain in senior advisory and/or part-time positions. Traditionalists work with loyalty, discipline, and respect for hierarchy, valuing stability and proven methods instead of experimentation.

• Baby Boomers often prioritise loyalty, structure, and experience. They value dedication and may expect a certain formality in communication. They value long-term tenure and stable workspaces.

• Generation X tends to be self-reliant and pragmatic, often balancing flexibility with independence, and they often seek strong work-life balance.

• Millennials value purpose, collaboration, and feedback. They may struggle with rigid hierarchies but thrive in environments that feel meaningful (in accordance with their own values) and that value their contributions.

• Generation Z are digital natives with a social consciousness, and a desire for rapid learning and growth. They can get frustrated by slow processes or outdated systems. They value meaningful contributions to social environments and multiple forms of income.

When these values collide, frustrations emerge. A Boomers’ “let’s stick to the plan” can clash with a Millennial’s “why not try a new approach?” A Gen Z employee may wonder why a colleague still prefers meetings over instant messaging. It’s not personal, it’s simply the new world.

How to Bridge the Gap

So, what can we do when we start grinding each other’s gears? Here are some practical strategies:

1. Learn each other’s language

   Take time to understand how different colleagues communicate and what they value. For instance, some appreciate concise emails; others need context and detail. Small adjustments can prevent big misunderstandings. Have alignment meetings that aim to iron out any communication breakdowns and mismatches amongst teams.

   
   

2. Focus on strengths

   Every generation brings unique skills to the table. Instead of fixating on why someone drives you crazy, look at how their approach can complement yours. The experienced employee brings wisdom; the younger employee brings fresh ideas; and together, they create balance. But remember not to underestimate each other’s contributions and capabilities: young doesn’t always mean unknowledgeable and old doesn’t always mean unadaptable.

   
   

3. Set clear expectations

   Misalignment often comes from unspoken assumptions. Be clear about deadlines, preferred communication channels, and responsibilities. Clarity reduces friction for everyone. In fact, team effectiveness is contingent on how clear expectations and structures are within teams.

   
   

4. Practice empathy and patience

   Remember, everyone learned how to work in different environments. A little patience and curiosity, such as asking “why do you approach it this way?”, goes a long way. Often, simply talking about differences (instead of shying away from it) opens the door for effective teams. It is important that we create a safe space for each other to discuss and collaborate.

   
   

5. Create space for collaboration

   Encourage cross-generational mentoring, team-building, and opportunities to learn from each other. Shared experiences build trust and make differences less frustrating.

A Final Thought to Leave You With

Generational clashes aren’t a sign of failure or early warnings of a disaster waiting to happen; they’re a sign of diversity and opportunity. Opportunity to innovate, to grow and to make a difference as a business.

If we can recognise the value in each perspective, we can turn friction into creativity. Next time you feel your last nerve being tested, pause and ask: what can I learn from this approach/person? And how can we work together on finding a way forward? Often, that small shift is all it takes to turn frustration into growth.