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- 25th Jun 2025
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face2faceHR’s on bridging the Gen X – Gen Z divide at work
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Whether you’re a Gen X or Gen Z, surely, you’ve noticed a bit of tension between the different generations at work before?
With multiple generations working side by side, the expectations around workplace culture, communication and support are evolving rapidly.
We recently sat down with Kathryn Rodgers, our HR Expert in Residence from face2faceHR, to talk about one of the most talked-about topics in the modern workplace – how to bridge the gap between generations.
WHAT’S CHANGED THE MOST?
“The biggest shift I see is in what employees expect from their employers. There’s still that foundational legal concept of mutual obligation—employers provide fair terms, and employees do the work. But what’s considered ‘fair’ or ‘safe’ has changed significantly.”
Kathryn explains.
Gen X (born 1965 – 1980): While also valuing fairness, often comes from a more traditional, transactional perspective.
Gen Z (born 1997 – 2012): Expects wellbeing to be front and centre, mental health support, equity, mentoring and room to grow.
“It’s not that one is right and the other is wrong. It’s just different interpretations, and businesses need to recognise that.”
Kathryn says.
BRINGING YOUR WHOLE SELF TO WORK
Gen Z is known for championing authenticity at work. But what happens when that clashes with more traditional workplace norms?
“I get it – managers worry about precedent. But instead of starting with the policy, start with the person. What do they actually need? Is it reasonable? Can you make it work for your business? It doesn’t have to be a ‘yes’ to everything, but dismissing something just because it’s new doesn’t help anyone.”
Kathryn says.
SUPPORT VS OVERSTEPPING: WHERE’S THE LINE?
With so many wellbeing challenges – mental health, financial pressures, personal issues – managers can easily feel out of their depth.
“You’re not meant to be a therapist or a financial planner. But you can be a sign poster. Have local services on hand, invest in an Employee Assistance Programme if you can, or run financial wellbeing sessions. That way, you’re supportive without getting too involved or risking confidentiality.”
Kathryn says.
FIXING THE COMMUNICATION GAP
When asked how to bridge communication styles across generations, Kathryn’s answer is clear – get people talking properly.
“We’re so used to communicating through screens that we’ve forgotten how to really listen. Text alone accounts for just 7% of communication. Misunderstandings are inevitable when tone, body language and context are missing.”
Her advice? Create space for genuine connection. “No one wants forced fun but even asking the team how they would like to build connection can open the door. And if you’re a manager struggling with communication, read ‘The Next Conversation’ by Jefferson Fisher – it’s brilliant.”
THE GOOD, THE BAD AND THE LESSONS IN BETWEEN
“The best employers I work with involve their teams from the start. They ask what support people want, they explain what’s possible and why, and they follow up. It’s not about saying yes to everything – it’s about saying why you can or can’t do something, and ideally, offering an alternative.”
says Kathryn
IS GEN Z REALLY THAT DEMANDING?
“There’s a stereotype that Gen Z are vocal or ‘demanding’, but I think it’s just a willingness to speak up. And that’s a good thing. Feedback is a gift.”
Kathryn says.
To harness that energy, she recommends regular check-ins, not just an annual survey. “It could be a monthly pulse survey, a question during reviews, or a designated contact for ideas and concerns. Just make sure you respond. That’s where trust is built.”
TAILORING STRATEGIES BY GENERATION
“I don’t think you need different strategies for each generation,” Kathryn says. “But you do need flexibility. What engages Gen X may not land the same with Gen Z and vice versa. Give people choice – whether that’s in learning budgets, wellbeing activities or how they engage with the company.”
OVERWHELMED? START HERE
For business owners or HR leaders unsure where to start, Kathryn has one word – honesty.
“Be open. Tell your team you want to improve support, but don’t have all the answers. Use anonymous tools if needed. Just showing that you’re listening is often the first and most important step.”.
Rachael Ellis
Creative Solutions Manager
After gaining a first in her BA Media and Journalism degree at Northumbria University, Rachael worked at Newcastle’s leading regional newspaper with her stories being picked up in national and global newspapers. She spent two very successful years giving a voice to those communities across the North East who otherwise…
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