For the first time in history, there are four—and sometimes five—different generations working side-by-side in the American workforce.
As an apprentice, you might be a 20-year-old Gen Z trainee learning from a 45-year-old Gen X supervisor, while reporting to a 65-year-old Baby Boomer site manager. Every single one of these generations was raised with different technology, different cultural values, and completely different expectations of what “professionalism” looks like.
This generational mix is an incredible asset to any company, but it can also be a minefield for miscommunication. If you want to thrive in your apprenticeship, you have to learn how to bridge the gap. Here is your missing manual for communicating across generations.
1. Adapt to Their Preferred Medium
A massive amount of workplace friction comes down to how a message is delivered, rather than what the message says.
The Strategy: Match the medium to the mentor. If your older supervisor prefers face-to-face conversations or phone calls, do not try to resolve a complex problem with them via text message. They might view a text as unprofessional or dismissive. Conversely, if a millennial project manager uses a workplace app like Slack or Microsoft Teams for all their updates, do not leave a sticky note on their desk and expect a fast reply. Adapting your communication style to match the person in charge shows high-level emotional intelligence.
2. Respect the Hierarchy of Experience
Younger generations have been raised to question the status quo and push for faster, more efficient ways of doing things. While innovation is great, walking onto a job site and immediately telling a 30-year veteran that their process is “outdated” is a guaranteed way to lose their respect.
The Strategy: Ask “Why” before you suggest “How.” Before you suggest a new app, tool, or shortcut, take the time to understand the current system. Say, “I noticed we do this manually every morning. Could you walk me through the history of why we set it up this way?” Once you understand their reasoning, you can respectfully suggest an update. Honoring their experience makes them much more receptive to your new ideas.
3. Translate Your Tone
What one generation considers “efficient,” another generation considers “rude.” A younger worker might reply to an email with a simple “Sounds good” or a thumbs-up emoji. An older supervisor might read that exact same reply and think the apprentice is being sarcastic or lazy.
The Strategy: Over-communicate professionalism. When you are dealing with senior leadership, err on the side of formality until you are explicitly told otherwise. Use full sentences, say “please” and “thank you,” and avoid heavy internet slang. You don’t have to change who you are, but you do have to ensure your tone cannot be misinterpreted.
Navigator’s Note: Don’t assume that older workers are terrified of technology, and don’t assume that younger workers are lazy. Generational stereotypes are almost always wrong when you get down to the individual level. Treat every coworker as an individual first.
The Bottom Line
A multigenerational crew brings a massive variety of perspectives to the job site. By adapting your communication medium, respecting the experience of the veterans, and maintaining a professional tone, you will build strong, friction-free relationships with every era of the workforce.