Do different generations really want the same things from work? 🤔

We’re way beyond using skills as a hiring benchmark.

Instead, hiring managers need to look at the expectations, priorities and career motivations that are beyond a CV if they want to strengthen their teams for the better.

According to research* here’s what each generation values most:

🤎 Baby Boomers: Born 1946–1964, aged approximately 62–80 - value stability, meaningful contribution, and healthcare-related support.

🤎 Generation X (Gen X): Born 1965–1980, aged approximately 46–61 - prioritises work-life balance, flexibility and clarity around progression. Favour concise, professional communication.

🤎 Millennials (Gen Y): Born 1981–1996, aged approximately 30–45 drawn to development opportunities, transparent career paths and values alignment. Prefer informal communication styles.

🤎 Generation Z (Gen Z): Born 1997–2012, aged approximately 14–29 - seeks mental wellbeing support, frequent feedback and early-career structure. Likes. visual communication.

There will always be exceptions to the rule, but what won’t change is that everyone leads with a certain energy and tools, communication and motivators need to be taken in account.

Dismissing these needs as a ‘nice to have’ could be the difference between having an engaged multi-generational team, and a workforce who feels misunderstood, uninspired and ready to move on.

*Research from The Access Group