This scene set the stage at the July Full Cup Collective meeting. With an intergenerational panel of business professionals, we uncovered insights, candid stories and surprising common ground across generations.

In today’s workplaces, we’re navigating more than just tasks and deadlines—we’re also navigating each other’s perspectives, preferences and lived experiences. With four generations now working side by side, learning how we communicate – and more importantly, how we connect – is the only way to build teams that thrive.

We’re not defined solely by the decade within which we were born, but by how we grew up, the tech we adopted (or didn’t), the political and economic factors at play,  and the values that shaped us. When we understand that, we can move from friction to flow, confusion to clarity and ultimately, toward deeper collaboration.

Gen Z: Digitally Native & Purpose-Driven

Raised alongside technology, Gen Z expects asynchronous communication, transparency and easy access to leadership. They value authenticity, inclusivity and mental health in the workplace, often seeking employers who prioritize purpose over profit. Their communication style is casual yet meaningful—text or Slack over meetings—and they’re fluent in digital nuance. Emojis, memes and tone indicators aren’t fluff; they’re context cues.

However, these preferences can create tension with generations who prioritize face-to-face communication, formal tone or hierarchical structures. A Gen Z’s emoji-forward message might strike a Boomer as unprofessional, while a Millennial’s affinity for collaborative brainstorms may not resonate with Gen Z’s async mindset.

To motivate Gen Z, clarity and purpose go a long way. They thrive when they understand the “why” behind their work, see how their efforts contribute to something larger and receive frequent, specific feedback. Public recognition, opportunities for growth and transparent communication channels make them feel empowered and engaged. More than perks, Gen Z wants to work for organizations that align with their values and that invite their voice to the table.

Gen Z or Zillennial?

It’s important to recognize that Gen Z isn’t a monolith—especially when it comes to how the pandemic shaped their entry into the workforce. Older Gen Z, sometimes referred to as “Zillennials,” were in college or just starting their careers when the COVID-19 pandemic hit. They had already gone through high school in person and developed offline social skills, even if their professional journey began in virtual or hybrid settings.

With AI proliferating every aspect of business, Gen Z-ers will never know a business world without it. Panelists likened this to the tech revolution of the Internet and computers when Gen Xers began to enter the workforce. And to the entry of women as senior executives in the workforce for the Baby Boomers. 

On the other hand, younger Gen Z was still in high school or middle school during the lockdowns. Their social development unfolded largely online, in group chats, on video calls and through digital communities. As a result, these two halves of Gen Z can feel like entirely different cohorts, with different norms, comfort levels and expectations around communication.

Acknowledging this nuance helps us avoid broad assumptions about the youngest members of our teams and instead approach each individual with empathy and curiosity.

Millennials: Collaborative & Present-Focused

Often the “bridge” between older and younger generations, Millennials value flexibility, feedback and alignment with a mission. Many built their careers amidst shifting work norms, and they bring a refreshing transparency and casual tone to the table. Think Google Docs, not PowerPoint decks.

Millennials can sometimes clash with Boomers and Gen Xers who expect more formality or top-down direction. Their preference for collaboration and feedback may feel excessive to more independent or hierarchical styles. Conversely, they may find more traditional approaches rigid or inefficient.

To motivate Millennials, leaders should foster a culture of inclusion and shared purpose. They respond well to frequent feedback, opportunities to grow and work environments that value work-life balance. Recognition matters, but so does the ability to contribute meaningfully and have a voice in shaping projects and company culture.

Gen X: Independent & Efficient

This “latchkey” generation grew up self-reliant and often prefers direct, email-based communication. They’re early tech adopters but still value analog approaches. Their no-nonsense, pragmatic style is balanced by a deep loyalty and a drive to get things done with minimal fluff.

Gen X may butt heads with Millennials or Gen Z when communication becomes too informal or collaborative. They tend to value efficiency and may view excessive meetings or consensus-building as time-wasting. At the same time, they can be skeptical of overly polished messaging or authority.

To motivate Gen X, provide autonomy and clear goals. They appreciate being trusted to deliver results without micromanagement. Recognition doesn’t need to be flashy—respect for their time, their experience and their contributions goes a long way.

Baby Boomers: Reflective & Mentorship-Oriented

Boomers often focus on legacy and passing down knowledge. They prefer face-to-face or phone conversations and prioritize respectful, jargon-free language. They bring wisdom and clarity, favoring mentorship over micromanagement and often remind us that good communication never goes out of style.

Where conflict may arise is in their preference for structure, formality and traditional communication methods, which can feel rigid or outdated to younger colleagues. Likewise, Boomers may be uncomfortable with casual tone, quick-turn messages or digital-first workflows.

To motivate Boomers, emphasize respect, stability and opportunities to share their expertise. They respond well to being seen as mentors and appreciated for their experience. Clear communication, a sense of purpose and being part of a legacy or impact-driven initiative can keep them deeply engaged.

Pulling It All Together

Across all age groups, one powerful truth emerged: regardless of how we grew up or the tools we use, we all want to feel seen, heard and valued. The more we lean into humility and curiosity (and move away from generational stereotypes), the more we open doors to stronger, more cohesive teams.

As one panelist shared, “In life, we go through seasons of learnings and unlearnings.” That stuck with us. Because at Blue Sparq, we’re big believers in growth in marketing and in how we show up for each other.