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:
| Generation | Birth Years | Current Age (2025) | Workplace Traits |
|---|---|---|---|
| Baby Boomers | 1946–1964 | 61–79 | Loyal, experienced, prefer structure |
| Generation X | 1965–1980 | 45–60 | Independent, adaptable, value balance |
| Millennials | 1981–1996 | 29–44 | Tech savvy, purpose driven, team oriented |
| Generation Z | 1997–2012 | 13–28 | Digital 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
| Generation | Preferred Channels | Style |
|---|---|---|
| Boomers | In person or phone | Formal, structured |
| Generation X | Email and phone | Professional, concise |
| Millennials | Messaging apps, email | Fast and informal |
| Generation Z | Instant messaging, video | Visual, 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
| Generation | Key Expectations |
|---|---|
| Boomers | Respect, stability and recognition |
| Generation X | Independence, clear goals, trust |
| Millennials | Progression, transparency, strong culture |
| Generation Z | Flexibility, 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.