Study: Different Generations & Attitude to Work in the UK

3 different generations sat around a laptop looking at the screen

Managing a multigenerational workforce is now standard for many UK businesses. From Baby Boomers and Generation X to Millennials and Generation Z, each group brings unique values, work expectations and communication styles. Understanding these generational work attitudes helps business leaders adapt policies, communicate more effectively and build more inclusive and productive teams.

In this guide, we explore how different UK generations approach work, using recent data and behavioural insights to help SMEs shape recruitment, retention and leadership strategies.

Who Are the Generations in Today’s UK Workforce?

To understand how each generation works, it is helpful to define them:

GenerationBirth YearsCurrent Age (2025)Workplace Traits
Baby Boomers1946–196461–79Loyal, experienced, prefer structure
Generation X1965–198045–60Independent, adaptable, value balance
Millennials1981–199629–44Tech savvy, purpose driven, team oriented
Generation Z1997–201213–28Digital natives, flexible, socially conscious

1. Work Ethic and Core Values

Baby Boomers
Often associated with traditional nine to five hours, Boomers value loyalty, stability and structure. They tend to stay in roles longer and respect clear hierarchies.

Tip: Offer mentorship roles or positions that value their experience.

Generation X
This group values autonomy, results and flexibility. Gen X often balances work with family and prefers practical, independent approaches.

Tip: Provide flexible working patterns and reward output over hours worked.

Millennials
Millennials are purpose driven and collaborative. They prefer flat structures, value career progression and look for a meaningful company mission.

Tip: Be transparent about your mission and offer personal development opportunities.

Generation Z
The youngest generation in the workforce, Gen Z values inclusivity, mental wellbeing and environmental responsibility. They expect technology enabled workplaces and open communication.

Tip: Highlight your sustainability practices and offer flexible or hybrid roles.

2. Communication Preferences

GenerationPreferred ChannelsStyle
BoomersIn person or phoneFormal, structured
Generation XEmail and phoneProfessional, concise
MillennialsMessaging apps, emailFast and informal
Generation ZInstant messaging, videoVisual, conversational

Insight: Adapting your communication tools to meet generational preferences can boost engagement. Use platforms like Slack or Teams, but ensure important decisions are well documented and easy to follow.

3. Attitudes Toward Technology

  • Boomers are increasingly confident with technology but may prefer simpler tools.

  • Gen X adapts well to digital systems but still values face to face interactions.

  • Millennials expect modern, efficient platforms and tend to learn new tools quickly.

  • Gen Z are true digital natives. They expect fast, mobile friendly systems that are easy to use.

Implication: Make sure your internal tools and customer platforms, such as CreatePay’s smart card machines, are intuitive and accessible for every team member.

4. Flexibility Compared to Stability

Boomers and many Gen X employees still value job security, while Millennials and Gen Z prioritise flexibility, freedom and work life balance.

According to ONS data, demand for flexible work has grown across all age groups, but younger employees are less likely to accept rigid schedules.

Tip: Where possible, offer hybrid working and measure output rather than time at the desk.

5. What Each Generation Wants From Employers

GenerationKey Expectations
BoomersRespect, stability and recognition
Generation XIndependence, clear goals, trust
MillennialsProgression, transparency, strong culture
Generation ZFlexibility, inclusivity, mental wellbeing

Tailor your recruitment messages, benefits and recognition methods accordingly.

  • Boomers may respond well to structured pension plans and stability

  • Millennials will value learning stipends and flexible work

  • Gen Z wants visible inclusion and access to mental health support

Practical Tips for Managing a Multigenerational Workforce

  • Avoid stereotypes. Not every Boomer resists change and not every Gen Z is glued to their phone

  • Encourage collaboration between age groups to blend experience with fresh thinking

  • Recognise success differently depending on individual preferences

  • Provide development and training through a mix of formats to suit various learning styles

The Bottom Line: Age Diversity is a Strength

When you understand how different UK generations approach work, you unlock the potential to build better teams, recruit smarter and create a stronger business culture.

By adapting your systems, benefits and communication style, you position your organisation to succeed with any generation.

Build Future Ready Operations with CreatePay

From user friendly card machines to flexible online payment solutions, CreatePay helps modern businesses serve both multigenerational teams and diverse customer groups.

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