Generational Differences in the Workplace: Tips for Healthcare Management Success

Key Insights:

• Generational differences in the workplace can sometimes lead to conflict, making it important for healthcare management professionals to understand the challenges these differences may present.
• Different generations can vary in their communication preferences, technology usage, and expectations about work-life balance.
• Strategies for dealing with generational differences include moving past stereotypes, focusing on individuals versus generations, and developing a mentorship program.

Conflicts sometimes occur between workers from different generations. This tension is often based on not sharing the same values, identities, and behaviors.¹ What can you do if you’re in (or pursuing) a role in healthcare management and find tension within your multigenerational team? The first step is to understand the challenges that generational differences in the workplace can present, especially with so many age groups currently in the workforce.

Healthcare Management: Leading a 5-Generation Workforce

The Department of Labor reports that there are five generations currently in the U.S. labor force.² Millennials make up the largest portion at 36%, followed by Gen X (31%), Gen Z (18%), Baby Boomers (15%), and finally, the Silent Generation (1%).

Generation Names	Birth Year Range	Age Range (as of 2025)
Silent Generation / Traditionalists	1928-1945	80-97
Baby Boomers	1946-1964	61-79
Generation X	1965-1979	46-60
Generation Y / Millennials	1980-1994	31-45
Generation Z	1995-2012	13-30

The Bureau of Labor Statistics adds that the largest age group for healthcare workers is 35- to 44-year-olds, followed closely by those aged 25 to 34.³ The next biggest group is 45-to-54-year-olds, and then those in the 55 to 64 age range. A smaller number of healthcare workers fall within the remaining age ranges.

This means that individuals with healthcare management functions can be responsible for overseeing people with a wide variety of thoughts, attitudes, and experiences. This can create a few challenges that you may need to address.

Common Generational Differences in the Workplace

Here are a few of the generational differences you might experience when working in healthcare management:

Communication preferences

Research suggests that older generations typically prefer face-to-face interaction and personal meetings, while younger generations are more inclined to communicate online.⁴ Older workers may also be used to more formal communications in the workplace, whereas their younger counterparts typically have a more casual approach when communicating with colleagues.⁵

Technology usage

Differences can also occur in how workers from different age groups approach technology. One study found that younger generations are generally more proficient with (and dependent on) technology in the workplace, while older workers’ “resilience, adaptability, and professional expertise” helps them understand and accept proven technological advances.⁵

Work-life balance expectations

How much time to spend on one’s professional life versus their home life is another potential generational difference. An analysis of research, surveys, and interviews found that Gen Z workers tend to prioritize work-life balance more than older workers, which can lead to conflict — in addition to creating negative views of the younger generation based on incorrect assumptions.⁶

Benefits of Multiple Generations in the Workforce

Although generational differences in the workplace can create challenges for healthcare management professionals, having a team of workers born at different periods in time can also come with a few benefits.⁷

• Each generation brings something to the table. Older generations can bring wisdom, experience, and historical insights to the job, while younger generations can bring fresh perspectives, digital skills, and adaptability.
• Each generation can learn from the others. Older employees can mentor and teach their younger colleagues, and younger workers can help older employees think in new and different ways.
• The entire team can become stronger. The thought diversity that exists within a multigenerational team can boost creativity and innovation, contributing to organizational growth.

Healthcare Management Tips for Building a Cohesive Multigenerational Workforce

If you have healthcare management job duties or plan to pursue a career that involves the management of a healthcare team, there are several things you can do to help build a strong, cohesive multigenerational unit.

#1: Choose understanding over judgment

Not everyone falls into their generation’s stereotypes, and these stereotypes also don’t consider why people in certain age groups might feel or act in a specific way. Instead of holding onto these assumptions, let go of the judgment and seek to understand individual team members. Learn from their perspective and then decide how you will work together to achieve common goals.

#2: Seek to bridge communication gaps

Understanding how people from different generations may communicate can give insight into their potential preferences. At the same time, it’s beneficial to speak with team members one-on-one to ask what they prefer as individuals. Also, set communication expectations upfront to help reduce misunderstandings — such as if you prefer emails over texts — and be open to adapting your communication style if it helps your team better understand and receive your messages.

#3: Create a safe workplace

It can feel daunting to have people you work with develop opinions of you based solely on your age. Healthcare management professionals can help ease this stress by giving team members a safe, respectful space to share their concerns. This can let them feel heard while also giving you the opportunity to correct misunderstandings with the rest of the team.

#4: Develop a mentorship program

Research suggests that mentorships can be effective for resolving conflicts that arise from generational differences in the workplace.¹ This solution works by promoting strong coworker relationships while also bringing attention to each generation’s value in the workplace.

#5: Be a role model

Finally, as a healthcare management professional, you can help reduce conflicts arising from generational differences in the workplace by modeling actions, attitudes, and behaviors that embrace individuals from all age groups. Encourage open communication and respect for each generation, while also discouraging stereotypes.

UMA is Here to Support Healthcare Management Professionals

Ultimate Medical Academy (UMA) understands the challenges that healthcare management professionals can face. That’s why our online Healthcare Management Associate of Science / Associate of Applied Science Degree program includes courses that cover important topics like:

• Interpersonal professional communications
• Human resource management
• Leadership and management

UMA is also proud to provide our learners with a Graduate Success Team as part of our Career Services. This team can help you transition from student to healthcare management professional, working with you to overcome challenges you may face along the way.

Contact us to learn more about how we can help you excel in your healthcare management career.

FAQs

• What are the generation names? Generation names and the years they were born are the Silent Generation or Traditionalists (1925-1945), Baby Boomers (1946-1964), Generation X (1965-1979), Generation Y or Millennials (1980-1994), Generation Z (1995-2012), Generation Alpha (2013-2024), and Generation Beta (2025-2029).
• How many generations are in the workforce? There are five generations currently in the workforce — the Silent Generation, Baby Boomers, Gen X, Gen Y, and Gen Z.²