Product Operations Program ManagerBarcelona, Cataluña, Spain
I'm curious to learn about how generational dynamics are playing out in your teams. In particular, I’d like to hear about your real experiences and reflections when working with Millennials (1981-1996) or younger professionals (such as Gen Z, 1997-2012), especially compared to older generations like Gen X (1965-1980) or Boomers (1946-1964). Saving Changes...
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Steve HupferSeeking Opportunities| US Army Veteran | Project/Program Manager | Client Engagement |Everett, WA, United States
Greetings!
I don't think I have really "felt" the difference of these generational dynamics on my projects thus far, but perhaps that is because I was born in 1980, so I feel that I can easily flex between several age ranges. Or, possibly, I've been spoiled to date with really great engineers, QA, and product people on my teams.
For me, my time in the military prepared me to work with people of varying backgrounds and ages, and to maximize the potential of the team I'm working with.
What is generating this question? Mere curiosity, or are you running into challenges within a particular generation of people on your project team?
Regards,
Steve
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1 reply by Eduard Hernandez
Jun 18, 2025 4:50 PM
Eduard Hernandez
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Thanks for your contribution, Steve Hupfer. I recently read Sinek's "Leaders eat last". The last chapter presents the challenges and mind shift that Millenials present and how this can impact the way organizations deal with them. Thereby, my question at project level 😀
Similar to the guidance usually provided about working with team members from different countries, one can't utilize stereotypes or make assumptions about specific members of a given generation.
While there might be a greater sense of entitlement, more social awareness, and greater mobility among younger professionals as an overall group, individuals will exhibit less or more of these traits.
In my current volunteer role as a board member of a not for profit organization, I see some Gen Z's who fit the stereotype and others who don't.
I would say that so long as we as leaders treat our team members according to good intrinsic motivation inspiring practices, the vast majority are likely to do a good job.
Product Operations Program ManagerBarcelona, Cataluña, Spain
Jun 14, 2025 7:30 PM
Replying to Steve Hupfer
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Greetings!
I don't think I have really "felt" the difference of these generational dynamics on my projects thus far, but perhaps that is because I was born in 1980, so I feel that I can easily flex between several age ranges. Or, possibly, I've been spoiled to date with really great engineers, QA, and product people on my teams.
For me, my time in the military prepared me to work with people of varying backgrounds and ages, and to maximize the potential of the team I'm working with.
What is generating this question? Mere curiosity, or are you running into challenges within a particular generation of people on your project team?
Regards,
Steve
Thanks for your contribution, Steve Hupfer. I recently read Sinek's "Leaders eat last". The last chapter presents the challenges and mind shift that Millenials present and how this can impact the way organizations deal with them. Thereby, my question at project level 😀 Saving Changes...
There is a lot of information out there about generational differences in the workplace. We grew up in very different stages of development with respect to modern information and communication systems.
One difference that is commonly brought up is preferred modes of communication. When you think about the technologies growing up compared to modern communication, the boomers may have used mechanical typewriters but often mostly hunt and peck. Gen-X started learning computers in their youth but phones were only for talking and usually not portable. Millennials grew up with cell phones with easy constant access to communicate in text and developed thumb skills I can't even fathom.
This can complicate communication between generations. I'm unwilling to try and sort out most complex issues via lengthy exchanges of email and wouldn't consider more than the simplest messages via SMS texts. I often notice that younger employees who grew up immersed in digital culture are a lot less comfortable when I want to discuss an issue via the phone real-time or face to face.
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1 reply by Eduard Hernandez
Jun 22, 2025 3:44 AM
Eduard Hernandez
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Indeed! It seems that (most) millennial have panick to phone calls and prefer texting or sending endless back and forth voice messages over instant messaging.
Great topic, Eduard! I’ve noticed younger teams value flexibility, purpose, and quick feedback, while older generations lean more on structure, hierarchy, and experience. Bridging both creates a stronger team when we respect differences and encourage knowledge sharing.
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1 reply by Eduard Hernandez
Jun 22, 2025 3:49 AM
Eduard Hernandez
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Agree. Would you also agree that millennials are less prone to take negative constructive feedback? In some cases, they have been raised in somewhat overprotective environments (in Spain, the system does not allow the term "fail" but rather "needs improvement").
Product Operations Program ManagerBarcelona, Cataluña, Spain
Jun 18, 2025 8:16 PM
Replying to Keith Novak
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There is a lot of information out there about generational differences in the workplace. We grew up in very different stages of development with respect to modern information and communication systems.
One difference that is commonly brought up is preferred modes of communication. When you think about the technologies growing up compared to modern communication, the boomers may have used mechanical typewriters but often mostly hunt and peck. Gen-X started learning computers in their youth but phones were only for talking and usually not portable. Millennials grew up with cell phones with easy constant access to communicate in text and developed thumb skills I can't even fathom.
This can complicate communication between generations. I'm unwilling to try and sort out most complex issues via lengthy exchanges of email and wouldn't consider more than the simplest messages via SMS texts. I often notice that younger employees who grew up immersed in digital culture are a lot less comfortable when I want to discuss an issue via the phone real-time or face to face.
Indeed! It seems that (most) millennial have panick to phone calls and prefer texting or sending endless back and forth voice messages over instant messaging. Saving Changes...
Product Operations Program ManagerBarcelona, Cataluña, Spain
Jun 21, 2025 10:43 AM
Replying to Pavan Maddi
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Great topic, Eduard! I’ve noticed younger teams value flexibility, purpose, and quick feedback, while older generations lean more on structure, hierarchy, and experience. Bridging both creates a stronger team when we respect differences and encourage knowledge sharing.
Agree. Would you also agree that millennials are less prone to take negative constructive feedback? In some cases, they have been raised in somewhat overprotective environments (in Spain, the system does not allow the term "fail" but rather "needs improvement"). Saving Changes...
Hello Eudard,
You raised an excellent question. I would, however, generalize it as follows (combine all the generations we work with):
Five generations are now working together (for the first time in modern history):
a) The Silent Generation (born 1925 to 1945)
b) Baby boomers (born 1946 to 1964)
c) Generation X (born 1965 to 1980)
d) Millennials (born 1981 to 2000)
e) Generation Z (born 2001 to 2020)
The Forbes article explores effective strategies for bridging generational gaps between different age groups. Understanding the unique challenges and experiences of each generation in their professional journeys is crucial, as they have entered the workforce under different conditions.. This age group diversity presents both opportunities and challenges in the workplace.
Here is the link to the article: 20 Strategies HR Managers Can Use To Motivate Diverse Generations
https://www.forbes.com/councils/forbeshuma...se-generations/
In addition, there is an insightful HBR article by Emma Waldman, "How to Manage a Multi-Generational Team." The piece explores how to navigate generational differences, starting by acknowledging that we are all unique individuals with valuable perspectives to share. "Every generation has something to teach and something to learn," as cited in Waldman, 2021; para. 38.
Here is the link to the HBR's article: How to Manage a Multi-Generational Team
https://hbr.org/2021/08/how-to-manage-a-multi-generational-team
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