With five—and sometimes even six—generations now working side by side, today’s workplace has become more complex than ever.
From Traditionalists to Generation Z, each group brings unique perspectives, values, and work styles. This can lead to opportunities for growth, as different generations contribute with unique strengths, however, it can also present challenges like communication barriers, differences in expectations, and varying approaches to leadership.
We see this every day, from simple examples like the difference between sending an email vs. an instant message, to larger issues like differing work/life balance expectations.
For leaders, navigating these generational differences takes a thoughtful approach, particularly when it comes to leadership and team collaboration. Let’s explore how you can approach a workplace with varying leadership styles.
Traditional Leadership vs. Modern Leadership
Traditional Leadership Styles
Traditional leadership styles are often characterized by a top-down, authoritarian approach where control and authority are in the hands of a few individuals. The “boss” makes decisions, sets the vision, and expects employees to follow without question. This style values hierarchy, structure, and clear chains of command.
While this approach may seem outdated to some, it is still prevalent in many workplaces. In fact, some leaders prefer this style because of its straightforward nature and the immediate results it can deliver. This style can be especially appealing in fast-paced industries or during times of crisis, where quick decision-making and clear tasks are necessary.
The short-term success of authoritarian leadership often comes from its focus on measurable outcomes, such as hitting sales targets or improving operational efficiency.
By focusing solely on numbers, organizations may see quick wins. However, this can come at the cost of long-term employee engagement and development. Employees tend to feel undervalued or even stifled in environments where their input is not welcomed.
Key considerations for leaders relying on traditional approaches:
- Evaluate if short-term gains outweigh potential long-term consequences like employee burnout or turnover.
- Consider team input during the decision-making process by holding regular feedback sessions or brainstorming meetings.
- Consider whether this approach suits the current generational makeup of your organization, as younger generations may expect more collaborative and participatory leadership.
Modern Leadership Styles
Modern leadership styles focus on being inclusive, collaborative, and participatory, shifting away from a more traditional top-down approach. These styles prioritize involving team members in decision-making processes and encouraging a sense of ownership within teams. Organizations that embrace this approach often aim to create an environment where diverse perspectives are valued.
Here’s a quick look at two more modern leadership styles:
- Inclusive Leadership: Leaders actively seek out and welcome different perspectives, aiming to make employees feel heard and respected. Inclusivity involves recognizing and addressing unconscious biases and making decisions that reflect the best interests of the entire team.
- Collaborative/Participatory Leadership: Collaboration emphasizes working together to achieve shared goals. Collaborative leaders break down silos and encourage open communication so that teams work cross-functionally and individuals have the opportunity to contribute their expertise.
The long-term benefits of adopting these styles can be significant. More inclusive or participatory leadership styles tend to create a culture where employees feel valued and motivated. Teams that operate in these environments tend to be more engaged, leading to higher retention rates and improved performance over time. When employees feel empowered to contribute meaningfully, they’re more likely to take ownership of their roles.
Some more traditional leaders may still view these approaches as “soft” or less effective compared to traditional methods. However, it’s worth considering that over time, these approaches lead to more productive, adaptable, and better-equipped employees and teams.
Key considerations for leaders to implement modern approaches:
- Build inclusive processes by regularly seeking input from a variety of voices within your organization.
- Encourage cross-functional collaboration to break down silos—consider practices like cross-functional team meetings, open-door policies, or mentorship programs.
- Implement participatory decision-making processes, such as team brainstorming sessions or collaborative problem-solving initiatives, so that everyone has a stake in the outcome.
The Generational Divide in Leadership Preferences
Different generations in the workplace often have different preferences when it comes to leadership styles. Understanding these preferences can help your leaders adapt their approach to better engage and motivate employees across all generations.
Baby Boomers and Gen X: Preference for Traditional Leadership
Baby Boomers and Gen X employees tend to be more comfortable with hierarchical, traditional leadership structures. Having grown up in workplaces where the chain of command was clearly defined, they often value stability, clear direction, and a strong sense of authority. These generations are accustomed to leaders making decisions and setting the vision while employees execute tasks.
While they may accept more top-down approaches, leaders should still aim to create opportunities for input. Even if they prefer structure, these employees can appreciate being involved in decision-making, especially when it’s tied to their experience.
What to consider when leading Baby Boomers and Gen X:
- Provide clear, structured guidance and ensure decisions are well-communicated.
- Respect their experience by involving them in strategic planning or mentoring opportunities.
- Balance traditional leadership with small steps toward collaboration.
Millennials (Gen Y): Preference for Collaborative and Transparent Leadership
Millennials, or Gen Y, prefer a leadership style that is collaborative and transparent. They thrive in environments where they feel respected, valued, and involved in decision-making. For this generation, open communication and feedback are important, and Gen Y employees expect leaders to be approachable and authentic.
If leaders are too rigid or secretive, Millennials may quickly become disengaged. To retain their loyalty and enthusiasm, it’s important to create a culture of openness where their ideas are heard and considered.
What to consider when leading Millennials:
- Create a transparent culture by regularly sharing company updates and decisions.
- Encourage collaboration through team projects and inclusive brainstorming sessions.
- Millennials thrive in feedback-rich environments. Consider implementing frequent one-on-one meetings and recognize their contributions to keep them engaged.
Gen Z and Younger Employees: Expectations of Empathy and Flexibility
Gen Z and younger employees have even higher expectations for empathy, flexibility, and personal development from their leaders. They prioritize work-life balance, mental health support, and opportunities for growth. Unlike previous generations, they expect leaders to understand their individual needs and show flexibility in how work gets done.
This generation values leaders who act as mentors, offering both professional and personal guidance. They thrive in workplaces that offer flexible working arrangements and personalized development plans.
What to consider when leading Gen Z and younger employees:
- Offer flexible work options such as remote work or adjustable hours to support their work-life balance.
- Prioritize empathy by understanding their personal goals and providing mental health support.
- Focus on long-term development by offering mentorship, coaching, and personalized career growth opportunities.
Each generation’s expectations are unique, but with the right approach, leaders can adapt their styles to meet the needs of multiple generations.
Looking for more skills your managers and supervisors need to have? Check out our post on 10 Crucial Skills Supervisors Need to Have.
How to Adapt Your Organization to Different Leadership Styles
“Old-school” leaders who rely on traditional, authoritarian leadership styles often face power struggles with their teams.
Today, employees expect to have a voice and may become disengaged if they feel micromanaged or undervalued. This tension can lead to issues with morale, lower productivity, and higher turnover, especially among younger generations who crave collaboration and flexibility.
Leaders who stick to authoritarian methods may find it increasingly difficult to retain top talent across generations. Employees—particularly Millennials and Gen Z—may disengage, becoming less motivated or even leaving the organization for more inclusive environments.
The key to overcoming these challenges is adaptability. Leaders must learn to adjust their styles to meet the expectations of a multigenerational workforce.
This doesn’t mean abandoning authority altogether but blending traditional leadership with collaborative and participatory methods that engage and empower employees of all ages.
How do you evaluate your leaders’ current leadership styles and their effectiveness? Consider conducting employee engagement surveys or collecting 360-degree feedback to gather input. This will help you identify areas where you need to be more collaborative or provide your team with clearer direction.
Actionable insights for leaders:
- Regularly assess how your organization’s leadership styles are impacting employee engagement.
- Seek feedback from employees to better understand their preferences and how you can adapt.
- Try blending leadership styles so that all generations feel valued and involved.
Navigating a multigenerational workforce requires leaders to understand their employees and blend the right leadership styles. Start by assessing your current leadership approach, seek regular feedback from your team, and begin incorporating more participatory methods that align with the diverse needs of your workforce.
Looking to develop the leadership skills of your team? Check out ERC’s leadership training offerings for employees at all levels of your organization.
