Understanding generational strengths
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EmailBridging the generational gap through connection.
In today’s multigenerational workplaces and volunteer communities, we’re witnessing a unique moment in history—five generations working side-by-side. From baby boomers to Gen Z, each generation brings its own values, communication styles and strengths. While these differences can sometimes lead to misunderstandings, they also offer a powerful opportunity: the chance to build stronger, more dynamic teams through mutual respect and connection.
Why generational understanding matters
Generational diversity is more than just a demographic trend — it’s a strategic advantage. When one understands and appreciates the unique strengths of each generation, they unlock new ways to collaborate, innovate and grow.
Generational strengths
So, what are the strengths of different generations? Typically, the varying generations are known for:
- Baby boomers (1946–1964): Known for their strong work ethic and loyalty, boomers value face-to-face communication and institutional knowledge.
- Generation X (1965–1980): Independent and adaptable, Gen X’ers are pragmatic problem-solvers.
- Millennials (1981–1996): Purpose-driven and collaborative, millennials thrive in team environments.
- Generation Z (1997–2012): Digital natives with a strong sense of identity, Gen Z values authenticity, diversity, and innovation.
Tips for working across generations
Michigan State University Extension shares these tips for working across generations:
- Respect communication preferences. Each generation has its preferred way of communicating. Boomers may prefer phone calls or in-person meetings, while Gen Z might lean toward messaging apps or video chats.
- Avoid stereotypes and focus on strengths. It’s easy to fall into generational clichés, but doing so limits potential. Encourage mentorship and reverse mentorship, where younger and older team members learn from each other.
- Create inclusive environments. Make space for all voices to be heard. Whether it’s in meetings, planning sessions or volunteer projects, ensure that everyone feels valued and included.
- Be flexible with technology. Technology can be a source of tension or a tool for connection. Offer support for those less comfortable with digital tools and empower tech-savvy individuals to lead training or streamline processes.
- Emphasize shared values. Despite generational differences, most people are motivated by similar core values: purpose, respect and connection. Highlighting these shared goals helps build unity and collaboration.
Leaders play a crucial role in setting the tone for generational collaboration. By modeling curiosity, empathy and adaptability, leaders can create environments where generational differences are seen as assets, not obstacles.
Michigan 4-H volunteer generations
When looking at Michigan 4-H volunteer data, the volunteer base is composed of 1% Silent Generation, 19% baby boomers, 33% Generation X, 44% millennials and 3% Generation Z. It’s important to note that official volunteer status in Michigan 4-H begins at age 20, which impacts the representation of Generation Z in the data. While many older teens actively contribute to Michigan 4-H programs, they are recorded as members rather than volunteers.
According to data from the 2024 North Central 4-H Volunteer Impact Study, volunteers overwhelmingly felt they helped youth gain valuable skills to help them prepare for careers and to engage in their communities. They indicated as 4-H volunteers, they personally benefited from their involvement in several ways including becoming better connected with their communities.
Understanding generational strengths isn’t about labeling—it’s about connecting. When we take the time to learn from one another, we create richer, more resilient communities and workplaces. If you are looking for ways to connect, you can apply to be a volunteer in your community by reaching out to your local MSU Extension office or go directly to Volunteer Central and apply to be a volunteer today!
