Generational differences in the workplace: how to keep it healthy

In most workplaces, several generations work side by side. Baby Boomers, Generation X, Millennials and Generation Z are often part of the same team. That creates a wonderful mix of experience, fresh ideas and diverse working styles. But it can also cause friction: misunderstandings, irritation and even conflict are just around the corner.

And where conflict arises, the risk of absenteeism increases. In this article, Aukje explains how you, as an employer, can ensure that generational differences don’t come at the expense of health and job satisfaction – but instead strengthen your organisation and make it future-proof.

Different perspectives, different expectations

Each generation views work in its own way. Older colleagues often grew up with the belief that work equals identity and loyalty. Keep your head down and get on with it. Younger employees, on the other hand, see work as one part of life – alongside friends, sports and social engagement. For them, it’s not just about the hours they put in, but also about meaning and balance.

As Aukje explains: “The older generation often sees work as a duty, while younger colleagues mainly look for meaning and flexibility. In between, you’ll find Generation X and Millennials, who often form a bridge. They understand the structure and hierarchy valued by older generations, but also recognise the younger need for freedom and development. And that’s exactly where tension can arise: while one seeks certainty and stability, the other expects space, pace and freedom.”

When worlds collide

The biggest challenges come when generations misinterpret each other’s behaviour. Younger employees who speak openly about their mental health believe they’re being honest and transparent. Older colleagues can sometimes perceive that as exaggerated or unnecessarily vulnerable. Meanwhile, younger generations may see their more experienced peers as rigid or inflexible.

“Generations each speak their own language. If you don’t understand where certain behaviours come from, it’s easy to misinterpret each other,” says Aukje. “These differences in perspective can start small, but if left unspoken they build up into frustration. And when tensions remain unresolved, they can escalate into serious conflicts.”

From misunderstanding to absenteeism

Misunderstandings, frustration and a lack of communication can easily turn into conflict. And workplace conflicts are one of the main causes of absenteeism. When tension and friction dominate, job satisfaction declines – and employees are more likely to drop out. That’s why it’s vital for employers to recognise these signals early and make them discussable, before small differences lead to major consequences.

Managing generational differences

It starts with understanding what drives each generation and where stress arises. “It helps to see both the differences and the common ground. Once you know what matters to a generation, you can respond much more effectively. That creates breathing space and prevents frustration,” Aukje explains. “Transparency is key here. Younger generations in particular value honesty and open communication. So be clear about expectations, allow room for input, and invest in modern processes and technology. That way you prevent mismatched expectations from turning into disappointment.”

Communication is key

Starting the conversation is perhaps the most important step. Not putting labels on people or lumping everyone together, but genuinely trying to understand each other. That may sound simple, but in practice it can feel daunting to openly address differences.

That’s why Capability offers team coaching programmes, where teams explore together which generations are present, what drives them and where tension may arise. During these sessions, you don’t just learn why colleagues sometimes react differently – you also discover how to make the best use of each other’s talents. “Once people start to understand one another, surprising solutions emerge. It energises teams and takes the sting out of conflict.”

Strengthening each other

Setting generations against each other rarely leads to anything positive. But placing them side by side creates something powerful. Younger colleagues bring fresh ideas and an open view of processes. More experienced employees contribute with their wealth of knowledge, loyalty and resilience. “By combining those strengths, people learn from one another,” says Aukje. “Young professionals inspire with new technologies, while older colleagues teach them how to deal with setbacks. This kind of intergenerational learning not only boosts job satisfaction, but also strengthens your organisation’s innovative power. That’s what makes a company future-ready.”

Growing together

Generational differences are here to stay – and that’s perfectly fine. “In fact, they’re becoming more visible. With the right attention and action, employers can turn these differences into real strengths. Ultimately, you want teams that function well together. When you create understanding and openly discuss frustrations, people learn from each other and enjoy their work more. That’s the best of both worlds.”

And that not only reduces absenteeism, but also creates more energy, innovation and connection.