The Great Divide: Myths and Realities about Generations in Today’s Workplaces

In today’s rapidly evolving world of work, there are four – or even five – generations in many workplaces. People in each generation have grown up in a different global landscape, with varying degrees of technology, which contributes to some of the average differences we see across generations.

In this blog, I will share some of the key myths that can lead us to unfair generalizations about each generation, and the realties and strengths that each generation brings to workplaces.

First, what are the generations in today’s workplaces? From oldest to youngest, they are:

1. The eldest, of which a small percent (1% of the US workforce)¹ are still working at 80+ years old, are the Traditionalists (born 1925-1945).
2. Next are the well-known Baby Boomers, who now range between 60-79 years old (born 1946-1964), and many of whom have retired or are thinking about retirement. They currently comprise 15% of the US workforce.
3. Generation X, are now 44-59 years-old (born 1966-1980), and are in their mid- to later careers. They comprise 31% of the US workforce.
4. Millennials are the largest generation in today’s workplace (36% of the US workforce), spanning a wide range from ages 29-43 (born 1981-1996).
5. Generation Z are currently the youngest generation, currently ages 13-28 (born 1997-2012), which is a growing number and currently represent 18% of the US workforce.

It’s easy (and fun) to compare the generations and contrast their differences. That said, I’ve found this can be a slippery slope leading to stereotyping someone based on their age. When we look across each generation, there are trends and averages, but there is also much diversity. There are many factors beyond the year we were born that make us who we are at work, including our family upbringing, our gender identity, our ethnicity, and our education, just to name a few.

Here are some common myths and realities when it comes to the different generations in today’s workplaces:

1. Traditionalists – a common myth is that they are too old to contribute any value. This is untrue, as the wisdom, knowledge, and experience of this generation is invaluable. I love this quote: “Do not tolerate any suggestion that someone on the team is too young or too old to provide useful insights.”²
2. Baby Boomers – a common belief about Boomers is that they are terrible with technology and outdated in their thinking. This is a myth as there are many Boomers who have kept up with and enjoy new technologies. The reality is that there are those who are avid learners who have continued to evolve their knowledge over the course of their careers. Further, Boomers value experience and knowledge, and have a lot to offer in terms of mentorship for the younger generations.
3. Generation X – a common belief about Gen X is that they are cynical and disengaged in the workplace, or even “forgotten.” In reality, Gen X values results, and they have the experience to lead and develop the younger generations. They also oftentimes act as a bridge between younger and older generations, having grown up in a time of rapid technological change. This depth of experience and adaptability is what makes them uniquely well-positioned to be in leadership or mentorship positions.
4. Millennials – a myth is that Millennials are not as hardworking as previous generations, and lack loyalty to employers. While it’s true that Millennials tend to prioritize work-life balance and seek roles aligned with their values, this does not equate to a lack of dedication. In fact, many Millennials are highly driven, mission-oriented, and results-focused. They are quick to adapt, eager to learn, and thrive in collaborative environments. When their contributions are recognized and their growth is supported, Millennials consistently demonstrate commitment and deliver high-quality work.
5. Generation Z – a myth about this newest generation at work is that they are lazy and don’t want to work hard. This is untrue as there are many who not only work hard but also work smarter and more efficiently through their proficiency with technology.

In sum, myths are dangerous as they lead to stereotyping and inaccurate perceptions and expectations of each generation. Instead, it’s important to focus on the strengths each generation brings, and to understand the individual person rather than categorize them. In the end, we are all unique, and by bridging generational differences and working together, the whole is greater than any one generation alone.

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References:

1. All numbers are based on: Kyle DeMaria (ed.), Ian Page, Kevin Reuss, and Zoë Zemper, “Changes in the U.S. Labor Supply,” Trendlines, U.S. Department of Labor Employment and Training Administration, August 2024. https://www.dol.gov/sites/dolgov/files/ETA/opder/DASP/Trendlines/posts/2024_08/Trendlines_August_2024.html
2. Fineman, M., & Knecht, C. (2025) Practical Insights for Effectively Leading Across Generations. International Trademark Association.
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Dr. Laura Hambley is a thought leader on Career and Workplace Psychology, passionate about career development. She founded Canada Career Counselling in 2009, however has specialized in career development since 1999 through her Master’s research and counselling in different settings, including outplacement and career transition firms in Alberta.

Dr. Laura learned early on that effective career planning enhances wellbeing, confidence, and clarity in one’s work and life. Combining the expertise of Psychology with Career Counselling is what she sought to do as she founded and evolved Canada Career Counselling from Calgary to Toronto, Victoria, and Halifax, providing Career Counselling and Career Coaching to thousands of clients over many years.

Dr. Laura enjoys her work as a Career Counsellor and Career Coach to professionals who are in mid- or senior stages of their career, helping them navigate complex career decisions and pivots. Her extensive experience as an Industrial/Organizational Psychologist, enables her to understand and address the challenges faced by individuals, leaders, teams, and organizational cultures.  Having consulted to a wide range of organizations since the late 1990s, and becoming a future of work thought leader, has enabled her to help individuals and organizations navigate the latest trends impacting today’s organizations.

Dr. Laura fulfilled her dream of having her own podcast in 2020, called Where Work Meets Life™, where she interviews experts globally on topics around career fulfillment and thriving humans and organizations. She is a sought-after keynote speaker for organizations, associations, conferences, and events.

In addition to her Master’s in Counselling Psychology (1999), Laura holds a Ph.D. in Industrial/Organizational Psychology (2005) from the University of Calgary. She is a Registered Psychologist with the College of Alberta Psychologists, as well as a member of the Psychologists’ Association of Alberta and the Society of Human Resource Management (SHRM). She also contributes to teaching, supervision, and research as an Adjunct Professor of Psychology at the University of Calgary.