From tension to teamwork:

Seniors and Gen Z solving conflicts together

“They avoid conflict and take every bit of feedback as an insult.” This was the candid frustration shared by a senior lead during a recent workshop. and it seems, it’s not an isolated sentiment.

Conflict isn’t just inevitable—it’s a sign of diversity. but when different generations clash, resolution requires more than compromise. it calls for generational fluency: the ability to understand, respect, and collaborate across age-based cultural norms.

Common conflict scenarios across generations

• tone and communication style

  A Gen Z team member sends a brief, emoji-filled message that feels too casual to a senior colleague. A senior leader writes a formal email that Gen Z interprets as distant or cold.

  
  

• feedback preferences

  Seniors may prefer structured, top-down feedback. Gen Z often thrives on real-time, peer-to-peer input and transparency.

  
  

• workplace expectations

  Seniors may value loyalty, hierarchy, and long-term planning. Gen Z tends to prioritize flexibility, purpose-driven work, and rapid innovation.

  
  

• technology use

  Gen Z might default to collaborative tools like Slack or Notion. Seniors may prefer email or face-to-face meetings, valuing clarity and tradition.

  
  

Strategies for preventing conflicts

Sure, you can also use these when the conflicts are already there,

but in my humble opinion these are even greater for PREVENTING conflicts. How?

1. one-on-one coffee chats

Informal conversations between generations can build trust and reduce misunderstandings. these don’t require formal programs—just a willingness to connect.

2. storytelling sessions

Instead of structured empathy exercises, invite team members to share personal stories about their work values or challenges. this builds understanding organically.

3. micro-mentoring moments

Rather than full-scale reverse mentoring, encourage short, skill-based exchanges. a Gen Z employee might show a senior how to use a new app, while the senior shares negotiation tips.

4. feedback calibration

Teams can agree on feedback norms that blend preferences, e.g., using a shared format for giving feedback that includes both directness and encouragement.

Grounded approaches for getting started

If these strategies still feel ambitious, here are entry-level tips to build generational fluency without overhauling your culture.

As a lead, modelling thee behaviors is already a huge step.

• start small: begin with one conversation or one shared task between generations.

• use existing structures: add a generational lens to team retrospectives or onboarding sessions.

• celebrate micro-successes: highlight small wins where collaboration worked, even if imperfectly.

• ask, don’t assume: encourage curiosity about each other’s preferences and values.

  
  

  If you are a lead, modelling thee behaviors is already a huge step. And as a Gen Z, showing openness to feedback and initiating conversations with senior colleagues can shift perceptions and build trust.

Small actions from both sides can create a ripple effect, turning everyday interactions into opportunities for connection and growth.