# The Psychology of Generational Differences

- **Episode:** [117](https://agents.truthliesandwork.com/episodes/117.md) (2024-07-23)
- **Type:** interview
- **Tags:** generational-differences, psychology, workplace
- **Time:** 41:25–45:20 (start 2485s)
- **Listen:** [https://truthliesandwork.com/117?t=2485](https://truthliesandwork.com/117?t=2485)

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[41:25] Al Elliott: Okay, Leanne, I just want to defer to you for a quick second, and let's talk about the psychology behind some of the things we just talked about here
[41:30] Leanne Elliott: Yeah. So, I mean, generations, Different generations have different needs and preferences because of their psychology, their behaviors, their attitudes, their values. They've all been shaped by the specific historical, social, and cultural events that we've lived through. Our formative years really do shape us. And yes, of course, we're making generalizations here, but it's these patterns in the research that are important. They weren't intended to divide us. They were intended to foster understanding and empathy. So, with that intention, I am going to make some very sweeping generalisations now. So, each generation at work does have its own style and things they prefer, and understanding these differences can really help in managing them better. So, first, the baby boomers. Think about how they grew up. So, boomers grew up with clear hierarchies, respect for authority. They experienced the pre-digital age, and they were influenced by the post-World War II prosperity. It was a time of growth. that rewarded hard work and loyalty. So that's why they prefer structured top-down management, why they prefer face-to-face communication, job security, traditional benefits, recognition, consistent management practices. They're all important to them. Then we have the Gen Xers. We've got one in the room with us. Um, Gen X, so you, you saw a bit more economic instability than your boomer parents, corporate downsizing. You grew up with more divorces. The divorce rate was going up. Often perhaps both parents were working. That was new. So that means that you prefer typically clear goals, independence, flexibility. You don't like being micromanaged. You want a good work-life balance. You appreciate the social recognition and praise perhaps more over the material rewards. Then of course we have our millennials, of which I am one. We grew up, uh, with the Social media from a young age. We were shaped by events like 9/11, the Great Recession, huge uncertainty and change in the world. So yeah, we thrive on transparency. We don't like ambiguity. We appreciate collaboration, opportunities for growth. We value job security, stability, meaningful work if we can find it. We look for work-life balance, yes, but we also look for professional development, and we do like a tech-savvy workplace. And then our Gen Z. So Gen Z also grew up during economic uncertainty and with rapid tech advancements. They are the first digital natives. So yeah, they like flexibility and meaningful work, but they also really like financial stability, and intrinsic motivation is key for them. They expect— heck, I don't even sure they expect it, they demand a tech-integrated environment. So when you think about how we all grew up and the different things around us, it does seem actually kind of reasonable that we are going to have different preferences. So yeah, managers, leaders, we do need to customize our approach. Different things motivate each generation, so it is going to be important to tailor your management style accordingly. We do want to promote flexibility and balance. We know Gen Xers and Millennials both value that, so let's make sure they have it. Of course, meaningful work, good pay is, is great for everybody, but again, Gen Z is showing that that really meaningful work is a key motivator. And I think this is where we're getting to a point where if you haven't had that from the beginning of your career, that itch starts to, starts to really get irritating about 15 years in. And I think that's why we're seeing so many millennials right now making those career changes, those transitions. And that's why coaches like Louise have such an important place, uh, important role to play
[45:06] Al Elliott: Speaking of realising what truly makes us happy at work, let's just switch things up a little bit. We have a great story lined up. One of Louise's clients had a big revelation about her career. Instead of feeling like she had to blow everything up to find happiness, she discovered another way