How Your Generation Is Shaping the World of Work

For the first time in history, four generations are working side by side. Baby Boomers bring decades of know-how, Gen X anchors leadership, Millennials balance growth with stability, and Gen Z adds fresh ideas and digital fluency.

We surveyed more than 1,500 candidates, interviewed people across every generation, and paired that with labor market data to understand what’s really happening. Here are some of the biggest shifts and what they mean for you.

 

What’s Changing

• Gen Z now makes up a larger portion of the workforce than Baby Boomers.

• More than half of Boomers still working say they’ll keep going full-time past “retirement age.” Many others plan to stay active with part-time or project work.

• Hybrid schedule is favored. No matter the generation, most people say the sweet spot is two to three days a week in the office.

• Burnout is rising. Gen Z and Millennials are the most likely to feel stressed, overworked, and open to leaving even if they’re not actively job hunting.

 

Strengths by Generation

• Gen Z (1997-2012): Brings digital fluency and new ideas. They’re often the first to adopt new tools or platforms and expect more transparency and flexibility from employers.

• Millennials (1981-1996): Known for a growth mindset and leadership potential. They value opportunities to build skills and move into bigger roles, but also want their work to align with their values.

• Gen X (1965-1980): Adds depth of experience and steadiness. They often step into leadership roles and value clarity in responsibilities and expectations.

• Boomers (1946-1964): Offer institutional knowledge and mentorship. With decades of expertise, they can pass down lessons learned and serve as trusted advisors to younger colleagues.

Together, these strengths create a workforce that’s more balanced and resilient than any one group could provide on its own.

 

How Companies Are Adapting

Employers know they need talent at every stage of career. Here’s what they’re doing about it:

Where They Recruit

• Social media to reach younger candidates

• Trusted networks for more experienced workers

• Personalized outreach for everyone, with clear details on pay, benefits, and skills

What They Emphasize

• Universal: compensation and stability

• Gen Z: flexibility

• Millennials: growth

• Gen X: stability and clarity

• Boomers: late-career benefits and expertise

How They Structure Offers

• Hybrid work is becoming standard

• Compensation and core benefits remain central

• Relocation requirements are being reconsidered as fewer people are willing to move

How They Retain Talent

• Gen Z and Millennials: recognition, belonging, and realistic workloads

• Gen X and Boomers: trust, strong team communication, and valuing mentorship

 

What This Means For You

Your generation may shape how you see work but it doesn’t define your opportunities. Employers are intentionally creating space for every career stage. Here’s how you can lean into your strengths:

• Early-career: Show how quickly you can learn and adapt. Highlight examples of picking up new tools, thriving in hybrid/remote setups, or bringing digital skills to your team.

• Mid-career: Balance growth with steadiness. Share how you’ve taken on bigger responsibilities, led projects, or stayed committed to building expertise while still developing as a leader.

• Experienced: Emphasize the value of your mentorship and know-how. Talk about times you’ve trained or coached colleagues, and how your expertise strengthens the whole team.

 

Whatever stage you’re in, your perspective matters. Companies need every generation, and your strengths are shaping the future of work.