Meagan Johnson - Generational Speaker

Solve Your Challenges and Bridge the Gap between Generations at Your Multigenerational Workforce

Generational Challenges

Closing the Generation Gap

One of society’s (or maybe just the internet’s) favorite activities is pitting generations against one another. Baby Boomers vs. Millennials, Gen X vs. Gen Z, and so on. The differences between the groups provide endless fodder for arguments about age, attitude, and work ethic.

At the most recent CAMEX event, held in Phoenix, AZ, earlier this year, there was even a session about how the various generations interact. Meagan Johnson discussed how to “Zap the Generation Gap!” That concept is being explored on several fronts.

Generation Gap
Author and presenter Meagan Johnson talked about mitigating the challenges posed in managing a multi-generational store staff.

Zapping the Generation Gap

It boils down to understanding. Knowing how a given generation views and interacts with the world can help campus stores (and other operations) get the most out of their employees.
According to a report from Hanover Research, “Teenagers and young adults have different expectations about higher education than previous generations.”

“Generation Z is diverse, altruistic, adept with AI and technology, and optimistic about their personal futures,” the report continues. “Yet they are also cost sensitive, debt averse, and more skeptical than ever about the value of a college degree.”

That skepticism seems to be shared by a broader group. According to a Gallup report, only 35% of Americans view a college education as “very important.” Just seven years ago, that figure sat at 53%. 

“To effectively engage Gen Z students and begin outreach to Gen Alpha, it’s more critical than ever for higher education leaders to adapt their outreach, recruitment, and retention efforts to meet these students’ changing needs, priorities, and expectations,” according to Hannover Research.

There are more than 70 million Gen Z Americans, those born between 1997 and 2012. Hanover Research offers nine tips for institutions interested in appealing to that age group.

The organization’s suggestions include:

•    Highlighting accelerated programs, flexible start dates, and experiential learning.
•    Adapting teaching methods to Gen Z learning styles
•    Provide training and support on technology, software, and devices.
•    Increase faculty and staff accessibility to students through multiple communication channels.

More tools and strategies can be found in the Hanover Research report. 

4 Critical Elements to Consider When Communicating

The 4 critical elements and the surge of energy were felt all the way in Hershey, PA… and it wasn’t just the sugar rush from the chocolate – it was the buzz following Meagan Johnson’s session at the 2026 PenSPRA Annual Symposium!

Before every event, Meagan connects with multiple employees to understand company culture, evolving needs, and so much more. In this case, Marielle Bozzini was one of the employees Meagan connected with before the symposium! This personal touch allowed her to deliver a presentation that was as relevant as it was high-energy. As one attendee noted, her “poignant insights on generational signposts” brought a level of excellence that resonated deeply with school communication leaders across Pennsylvania.

4 Critical Elements

The 4 Critical Elements

A big highlight was sharing 4 elements to consider when communicating: Tone, Length, Platform, and Context. She challenged the audience to start “tuning” their communication to the recipient. Before you hit send, consider these four elements… 

1. Tone: The Professional Vibe

Research shows that Boomers typically value a Formal approach. As the dial turns, we move toward Direct for Gen X, Collaborative for Millennials, and Conversational for Gen Z. For younger staff, a tone that is too stiff can feel like a “trip to the principal’s office” rather than a helpful check-in.

2. Length: Finding the Sweet Spot

In the world of school communications, brevity is often a struggle. Meagan points out that while Boomers appreciate a detailed background, Gen X wants it Concise. Millennials look for a Balanced approach, while Gen Z – the masters of the “quick take” – prefers things to be kept Short.

3. Platform: Meeting Them Where They Are

The medium is the message! Meagan noted that while Boomers still value Phone/Email, Gen X lives in the Email inbox. Millennials have pioneered Collaboration Tools (like Slack), while Gen Z moves fastest on Messaging Apps.

4. Context: The “Why”

Finally, why does this message matter?

Boomers want the Full Background of a project. Gen X needs a Brief Reason. Millennials are Purpose-Driven, and Gen Z appreciates a Simple Explanation that cuts through the noise.

So, the bottom line is…

Adjust the 4 Critical Elements

When we adjust these four elements, we stop “talking at” each other and start “connecting with” each other. Before your next message, ask yourself: Am I using my preferred communication method, or theirs?

Mentorship, Purpose, and Connection: What the Multigenerational Workforce Is Asking For Now

The workplace has changed – dramatically. And while each generation experiences that change differently, one thing is clear: people are asking for more connection, not less.

After years of disruption, remote work experiments, and shifting expectations, the multigenerational workforce isn’t broken. It’s recalibrating.

connection

Mentorship Isn’t Optional – It’s Essential

One of the clearest signals across generations is the desire for guidance and growth. Gen Z has been especially vocal about wanting mentorship, but this isn’t a “young employee issue.” It’s a human one.

Mentorship helps people feel seen. It builds trust. It accelerates learning. And it doesn’t have to look the same for everyone.

Organizations are finding success by expanding what mentorship can be:

  • onboarding mentors for new hires
  • group mentoring circles
  • virtual or cross-location mentorship
  • reverse mentoring that flows both ways

The goal isn’t perfection – it’s intentional connection.

Purpose Isn’t Anti-Pay

There’s a misconception that talking about purpose means ignoring compensation. That’s not what’s happening. Pay still matters – to every generation.

What’s changed is that many employees, especially those who entered the workforce during uncertain times, want to understand why their work matters. Purpose gives context. It helps people stay engaged, motivated, and invested.

Organizations that connect daily work to a broader mission tend to see stronger performance and lower turnover. Purpose isn’t a perk – it’s a stabilizer.

Different Generations, Shared Needs

Here’s the part that often gets overlooked: while generations may express needs differently, the core desires are remarkably similar.

People want:

  • to feel valued
  • to grow
  • to belong
  • to contribute meaningfully

The difference isn’t what people want – it’s how they ask for it. When leaders manage by stereotype, they miss opportunities. When they lead with curiosity, they invite collaboration.

Better Questions, Better Outcomes

Instead of assuming what motivates someone, try asking:

  • How do you prefer to learn or receive feedback?
  • What makes a workday feel meaningful to you?
  • What kind of support helps you do your best work?

These questions don’t require generational expertise. They require attention.

Moving Forward Together

The future of work isn’t about choosing one generation’s preferences over another’s. It’s about building environments where experience, adaptability, and perspective work together.

When organizations invest in mentorship, honor purpose, and create space for connection, everyone benefits. And that’s not a generational trend – it’s good leadership.

How Purpose Helps Generation Z Work Better

Before a recent presentation, my client, who had shared with me he was a youngish Baby Boomer,  asked me, “Generation Z (people born between 1997-2012), they are just like Millennials (people born between 1981-1996) only younger, right?” 

He asked a good question. I think that as many of us get older, we sometimes risk lumping people who are younger than us into one homogeneous group. In reality, Generation Z is a uniquely different generation from their predecessors Millennials. 

Interestingly enough, my associate Brittney Garcia is a Millennial herself and is constantly connecting with GenZ through advocacy and mentorship! She personally sees the unique differences between Millennials and GenZers and chimes in with her experiences.

Generation Z working remotely

Generation Z (Younger generations) Only Want to Work Remotely

Meagan: 

The comment I hear frequently from my clients is “Generation Z only wants to work from home.” According to a Gallup survey, however, only 23% of Generation Z prefer to work exclusively from home. This makes Generation Z the generation that prefers working exclusively from home the least compared to other generations! 

This does not translate into locking Gen Z in the office and chaining them to their desk! Generation Z prioritizes the option to work remotely. More than 70% of Gen Z sites having a hybrid work schedule is extremely important. Human interaction, professional connections, and combating loneliness are some of the top reasons Gen Z prefer a hybrid working environment. 

As a Gen Xer, the majority of my professional connections are well established. I know who I can depend on when I need advice or guidance. Many Gen Zers began their careers during the pandemic and spent the first few years in a new job without meeting their team face-to-face. A Gen Z pharmacist I interviewed told me that after she was hired, it was three years before she visited the company’s campus or shook her bosses’ hands. It makes sense that Gen Z desires a working environment where they can work when and how they choose and continue to grow their professional networks.

Having a Mentor – Part of Generation Z’s Development Plan

One tool organizations can utilize to help Gen Z grow their professional network is through mentorship. According to the Adobe Future Workforce Study, more than 80% of Generation Z want a mentor as part of their development plan. Unfortunately, only ½ of the people surveyed reported having a mentor.

Brittney:

“You shared two big ideas here, Meagan!”

1) GenZ only wants to work remotely, and…

2) One tool organizations can utilize is mentorship

Touching on number 1 – I think every generation wants connection and consideration. Connection with others while considering preferred ways of connecting. When we think about how remote work changed our lives during the pandemic, we were all grateful for technology! Grateful that we had ways to work around the inevitable and still find a way to communicate and connect. We adapted and learned that working remotely was a positive possibility. And for all generations! When we think about parents in the workforce, working remotely was a big benefit and still continues to be. With that being said, technology is a major way we connect (if not the primary way we connect today), and offering hybrid/remote work reflects care and consideration. 

Mentorship as a Preference

That leads me to number 2 – Mentorship!

Like hybrid opportunities, mentorship opportunities are so powerful, and for every generation! Again, this is another chance to consider preferences. How would your employee(s) most enjoy mentorship? In what format would they gain the most value? A lot of us are familiar with traditional mentorship and are very grateful for those mentors who made an impact on us! Onboarding mentorship, group mentorship, virtual mentorship, or even reverse mentorship. “Reverse mentoring pairs junior employees with senior leaders to share expertise on technology, diversity perspectives, and emerging trends, helping organizations bridge generational gaps while empowering younger talent. Reverse mentoring also holds tremendous potential for companies to address the novel challenges posed by hybrid working, diversity and inclusion, and dismantling generational stereotypes,” – CEO of Together, Matthew Reeves shares.

Generation Z is Addicted to Technology

Meagan: 

Often called Digital Natives or Digital Wizards, Generation Z is the first Digital Generation. We often associate the infiltration of technology into our daily lives with Millennials. It is true, Millennials did help their parents set up their computers, much like Gen Xers set up the family’s VCR, and they did introduce and guide us through the social media landscape. The difference is that most Millennials remember using dial-up to access the web and reading a traditional textbook in school.

Generation Z did not experience dial-up and grew up with smartphones. Research reflects that currently, 95% of Generation Z own a smartphone. Gen Z is the first generation to learn how to communicate by looking down at a screen. 

Technology evolution continues to be an important factor in their professional lives. More than 90% of Gen Z believe technology will affect their job choices.

Just like Gen Z feels applying for a job should be as easy as buying something on Amazon, they feel the technology they use in the workplace should be as seamless as communicating with their friends. 

Brittney’s comment:

“Are we talking technology addiction here?” Hehe.

I think it’s important we zoom out! A 2022 survey cited by the Nestled Recovery Center found that about 48% of internet users in the United States think they are addicted or somewhat addicted to their digital devices. Ahhhhhhh! It’s easier than ever to stay connected today. It’s also easy for us to assume that GenZ is the “most addicted” to the internet today, and while that may feel very true, the internet has impacted every generation. From my perspective, this reality makes it easier to find commonality between generations without playing the blame game. 

Sense of Purpose at Work

Meagan: 

One of the biggest generational shifts I have witnessed following COVID is Generation Z naming ‘Sense of Purpose’ as an important part of job satisfaction. While pay plays a part in why every generation shows up to work, greater than 70% of Generation Z report that the purpose of work is a bigger motivator than the paycheck. Generation Z is also paying close attention to the values of their employers and looking for career paths that align with their core beliefs. According to a survey by Deloitte, 41% of Generation Z dismissed a possible job opportunity because of their own ethics and standards. 

This attitude would have been completely foreign to me at that age. During the first fifteen years of my career, the biggest motivator was the size of my paycheck. The work I was doing or the ethos of my employer did not play a part in my job satisfaction or decision-making. I remember early in my career interviewing with a company whose product I not only didn’t use but hated; the annual salary was double what I was currently making. (Consequently, and fortunately, I did not get the job.)

How Purpose Leads to Improvement in Performance

Generation Z demanding a sense of purpose in the workplace is not only refreshing but also a benefit to everyone. When job satisfaction is high, it leads to an improvement in performance and decreased turnover, which in turn leads to happier team members.

One step employers can take to enhance the sense of Purpose is offer VTO (Volunteer Time Off). Outdoor Retailer REI offers employees two paid days off a year called Way Days. Employees can use Way Days to volunteer in their community, participate in projects they feel passionate about, and play a part in making a difference. 

Brittney’s comment:

It’s fascinating to see purpose as a genuine necessity from Gen-Z! An article published in Forbes, Engaging Gen-Z, Our Most Purpose Driven Generation, confirms: “Perhaps more than any other generation, Gen-Z is fueled by purpose. Having experienced a global pandemic, economic recessions, and major cultural shifts during formative periods in their lives, they see the world differently.” 

What an important reminder for us all! The transformative cultural shift we experienced left a lasting impact on us in a multitude of ways. As we continue navigating an ever-changing workforce, I wonder how shifting our lens from “tech addicted GenZers” to “purpose-seeking GenZers” would influence how we interact with one another. 

1 Pendell Ryan and Agrawal Sangeeta, Fully Remote Work Least Popular With Gen Z, https://www.gallup.com/workplace/692675/fully-remote-work-least-popular-gen-z.aspx, 7/22/25

2 Sophie Calsdwell, Gen Z employees aren’t in favor of fully remote work, Gallup report says: ‘There’s a craving for that in-person connection’, https://www.cnbc.com/2025/08/05/gen-z-employees-arent-in-favor-of-fully-remote-work-gallup-report-says.html, 8/5/25

3 Cook Sam, Mentoring Gen Z Workers Will Close the Growing Skills Gap Crisis, https://www.mentorcliq.com/blog/mentoring-gen-z-trends#:~:text=According%20to%20Adobe%2C%2083%25%20of,leaders%20ascribe%20to%20the%20generation, 10/8/25

4 It Industry News & Tech, The Impact of Gen Z on Technology Trends for the Future, https://cwnow.com/blog/impact-of-gen-z-on-technology-trends-for-the-future/, 12/13/24

5 Workforce Solutions, Digital Natives To Workplace Innovators: How Gen Z Is Reshaping Business Culture, https://www.cogentinfo.com/resources/digital-natives-to-workplace-innovators-how-gen-z-is-reshaping-business-culture#:~:text=Having%20grown%20up%20in%20a%20digital%20world%2C%20Gen%20Z%20is,on%20digital%20tools%20and%20innovation

6 Donahue Jenn, Piloting the Transition From Boomers to Zs, https://www.cmaanet.org/sites/default/files/resource/Piloting%20the%20Transition%20From%20Boomers%20to%20Zs.pdf

7 Deloitte, 2025 Gen Z and Millennial Survey, https://www.deloitte.com/global/en/issues/work/genz-millennial-survey.html

8 Rifkin Sophie, #OptOutside: REI Co-op’s Employee Wellbeing Program Align with Positive Financial Outcomes, https://www.stern.nyu.edu/sites/default/files/assets/documents/NYU%20Stern%20CSB%20REI%20Case%20Study%20Narrative.pdf, 11/2020

World Mental Health Day: 90,000 Hours of Opportunity

Is Mental Health a Workplace Priority?

If not… here is why it should be!

“On average, we spend 90,000 hours of our lifetimes at work,” said Evans in an article by the American Psychological Association. “Businesses and employers have a responsibility to ensure that those hours are spent in environments that support the mental health of employees and their families.”

Let that sink in… ninety thousand hours. That’s a lot of coffee breaks, meetings, and Monday mornings! But it’s also a powerful reminder that the workplace isn’t just where we earn a living; it’s where we spend most of our lives. When those environments support mental health, people thrive – and when they don’t, everyone feels the strain.

A Shared Mission Across Generations

World Mental Health Day on October 10 invites us to reflect on how far we’ve come and how far we still have to go. Every generation has experienced the culture of work differently:

  • Traditionalists and Baby Boomers often learned to “tough it out.”
  • Gen X built a reputation for independence and skepticism of corporate buzzwords.
  • Millennials helped make conversations about burnout and balance mainstream.
  • Gen Z is raising the bar, expecting transparency, empathy, and authenticity from employers.

Each generation brings something valuable to the table. Together, we have the opportunity to redefine what healthy work looks like for everyone.

10 Ways to Build Generational Awareness and Support Mental Health

1) Ask Before Assuming – Instead of guessing, ask colleagues how they prefer to communicate and receive feedback. Curiosity builds trust and prevents miscommunication!

2) Express Gratitude – Say thank you often… whether it’s a handwritten note, a public shout-out, or a simple text message, appreciation is ageless.

3) Practice What You Preach – Leaders, show (not just tell), that it’s okay to take breaks, ask for help, or log off. When leaders prioritize well-being, it permits others to do the same.

4) Promote Work/Life Balance – Balance looks different for every generation and person. A culture that respects life outside of work creates loyalty inside of work.

5) Humor as a Connector – Laughter is a universal language! Use humor to break tension, bridge differences, and remind everyone that we’re all human, regardless of titles.

6) Flexibility & Adaptability – Be open to new tools, new ideas, and new ways of working. Flexibility keeps workplaces innovative and empathetic. 

7) Continuous Learning – Encourage personal & professional development with a mindset that everyone has more to learn!

8) Cross-Generational Mentoring – Speaking of learning… create opportunities for older and younger colleagues to exchange knowledge and personal experiences. 

9) Customized Communication – Email, text, chat, phone call, everyone has a preference. Learn what works best and adjust your style when possible. 

10) Celebrate New Perspectives – Diverse perspectives fuel creativity. When someone challenges “how we’ve always done it,” don’t dismiss it, explore it!

World Mental Health Day

The Bigger Picture

As Evans reminds us, “We cannot underestimate the positive impact we can have when we align our workplace policies and practices with people’s psychological health.”

Whether you’re mentoring a new hire, setting boundaries for your own well-being, or simply saying “thank you” to a teammate, you’re contributing to a culture where five generations can thrive together. Because when we take care of our people, those 90,000 hours have the potential to build connection, purpose, and true meaning.