“What is the effect of your stance/position on culture? Are you prioritizing personal positionality over the organization's overall needs? Is it helping or hurting the company culture? Are you willing to let go of that position to improve the company culture? ” – James Jackman

By 2030, a majority of leadership roles will be held by Millennials and Gen Z—but the experience and knowledge of older generations remains invaluable. How can organizations make the most of both?

Workplace culture is changing in big ways as different generations interact, and more seasoned professionals start thinking about their next chapter—and the legacy they’ll leave behind. Many organizations have thrived for decades thanks to leaders who know the ins and outs of the business and the systems that made it successful. These experienced leaders—mostly Boomers and older Gen Xers—have played a huge role in shaping the workplaces we know today. While some are ready to retire, many are thoughtfully considering how to pass the torch without losing what’s worked well over the years.

At the same time, younger generations are stepping into leadership roles with a different mindset. Millennials, who are now taking over key positions, approach work with an emphasis on inclusivity, collaboration, and flexibility. They are more open to giving Gen Z employees a voice and prioritizing results over tenure or “paying your dues.” In addition, technology and remote work are changing how work gets done, and younger employees are eager to leverage these tools to drive innovation and growth.

Rather than seeing this as a clash, it’s really an opportunity. The organizations that thrive will be the ones that combine the wisdom and experience of older leaders with the creativity and energy of the next generation. When seasoned leaders share their knowledge and emerging leaders bring new approaches, the workplace becomes stronger, more adaptive, and more inclusive—and everyone benefits.

Workplace Tensions Between Generations

One of the biggest tensions between generations in the workplace often comes from differing perspectives on change. Many seasoned leaders feel that the systems, cultures, and practices they worked so hard to build are being replaced too quickly—sometimes without acknowledgment of what’s still working well or appreciation for the lessons learned through years of experience. They worry that rapid change could unintentionally recreate challenges they spent decades overcoming.

At the same time, many younger leaders feel frustrated when their new ideas or innovations are met with resistance. They see opportunities to modernize, streamline, and evolve the organization—and can interpret hesitation from older colleagues as an unwillingness to adapt, rather than a desire to protect what has proven effective.

Maximizing Strengths Across Generations in the Workplace

The companies successfully navigating this pivotal moment are those that have learned to blend tradition with innovation. They respect the institutional knowledge, values, and experience of long-tenured employees while embracing the creativity, adaptability, and digital fluency of newer generations. By bringing these strengths together, organizations create an environment that fosters collaboration and sparks innovation, ultimately giving it a powerful competitive edge in today’s diverse and fast-evolving workplace.

Examples of how companies can achieve this balance:

• Cross-generational mentoring. Pairing experienced leaders with younger professionals to share insights and new perspectives helps bridge the gap between generations and leverage the best of both new and old ideas.

• Inclusive leadership training. Teaching managers how to engage and motivate employees across all age groups is an effective way to build stronger teams and boost performance.

• Flexible work environments. Allowing for varied work styles and remote preferences gives employees the flexibility to work in ways that align with their strengths, values, and life stages, which makes them feel valued.

• Continuous learning programs. Encouraging all employees, regardless of age, to grow through ongoing skill development creates engaged employees at every level of the company.

• Open communication culture. Creating opportunities for dialogue that values both experience and innovation in problem-solving builds a culture where every employee feels empowered to contribute and make an impact.

Foster a More Robust Culture That is Aligned in Vision, Mission, and Values

In this challenging business environment, organizations will struggle if they sit back and let their cultures stagnate or develop without a plan. To succeed in 2025 and beyond, organizations must actively shape their culture to align with strategic goals.

Heffelfinger helps organizations with cultural transformation. Together, we use our proven cultural assessment tools and methodologies, along with strategic planning and priority alignment, to gain a clear understanding of your current culture, define your desired future state, and reveal the gaps between where you are and where you want to be.

We start by mapping your culture journey to clarify your purpose, norms, identity, and success metrics, and then guide you toward a culture that aligns with your strategy and values. From refreshing your strategy to developing a new guide for leaders and teams, we’ll help you shape a culture that unlocks the best in your people and your organization. We understand how to engage your staff in cross-generational conversation, co-creating new paradigms, and building alignment.

If you are ready to transform your culture into a powerful force for performance, engagement, and lasting success, contact us today to schedule a discovery call.

Warmly,
James & Lori

James Jackman & Lori Heffelfinger

Sources:

Transamerica Center for Retirement Studies. An Uncertain Future: Retirement Prospects of 4 Generations. 6/2025. https://www.transamericainstitute.org/docs/research/generations-age/uncertain-future-retirement-prospects-four-generations-survey-report-june-2025.pdf. Accessed 11/5/2025.

Tracy Lawrence. Company Culture Matters More Than Ever In 2025. 1/26/2025. https://www.forbes.com/sites/tracylawrence/2025/01/26/company-culture-why-it-matters-more-than-ever-in-2025/. Accessed 11/5/2025.