New Research Finds 40% of Jobseekers and 42% of Employers Cite Communication Styles and Expectations as Top Multigenerational Workforce Challenge

• 40% of jobseekers and 42% employers believe that differing communication styles and expectations are the biggest challenge to a multigenerational workforce
• 34% of UK jobseekers perceive age as a barrier to getting jobs, promotions, or opportunities, compared to only 15% of employers.
• 47% of employers believe that Gen Z lack communication skills, compared to 11% of Gen X, but believe Gen Z to be the most technically competent generation
• The research was conducted by YouGov on behalf of Indeed. It surveyed 1,116 jobseekers and 1,023 employers in the UK from November 13th to December 6th 2024

A new report* reveals that 40% of jobseekers and 42% of employers find that communication styles and expectations are the most significant issue facing a multigenerational workforce. The second biggest challenge both parties perceive is technological competence, followed by a clash of opinions. 

This report comes at a time when multigenerational workforces are increasingly common in the UK. In fact, most respondents—jobseekers and employers alike—report that their workforce spans all generations. 

Despite efforts to improve intergenerational working, including flexible working (50%), social activities (43%), training (40%), and a quarter of employers adopting age-related strategies, generational challenges persist. Over a third of Gen Z label their own generation as “lazy,” and half say they are “entitled,” views echoed by nearly half of employers. Meanwhile, Baby Boomers are often seen by other age groups of jobseekers as “risk-averse” or “inflexible,” highlighting some of the attitude and perception challenges employers face in fostering workplace harmony across generations.

Gen Z vs Later Generations 

The report finds both the younger and the older generations surveyed at the heart of the two key problems facing multigenerational workforces: Nearly 47% of employers believe Gen Z lacks adequate communication skills, compared to just 11% who say the same of Gen X. Compounding this gap is technological competence, cited as the second biggest barrier to multigenerational workforces. While 47% of employers view Gen Z as the most tech-savvy generation, 51% see the Silent Generation, the eldest group surveyed, as the least.

In contrast, those in the middle of the generational gap, Gen X and Millennials, are more often associated with positive workplace attributes, suggesting a stronger alignment with current workplace norms. Only 5% of employers perceive both generations as lacking technological competence—a notably low figure. Gen X and Millennials are also perceived as the most adaptable (49% and 46%), ambitious (45% and 53%), and competent (55% and 45%) by employers. The alignment between these two generations likely stems from a shared understanding of professional expectations. At the same time, views of Gen Z and Boomers reflect broader gaps in age, values, and work experience.

Workplace Barriers to Jobs, Promotions and Opportunities 

Feelings around jobs, promotions, and missed opportunities are contributing to growing tensions in the workplace. More than a third of UK jobseekers report that age is a barrier when applying for roles or seeking promotion, with this sentiment strongest among Baby Boomers, a “risk-averse” generation according to almost a third of their peers. In 2024, over 73% of those aged 60 to 78 cited age as a major obstacle to career progression.

Employers, however, view the situation differently. Only 15% see age as a barrier, while a larger proportion (41%) identifies criminal records as the primary obstacle to hiring or advancement. This gap highlights a significant disconnect between employers and employees in this age group.

The True Value of a Multigenerational Workforce

While the data shows some gaps in skills, attitudes, and perceptions, it also highlights the value of having a mix of generations in the workplace. Both UK employers and jobseekers point to shared knowledge (63% and 67%) and a broad range of experience (63% and 71%) as key strengths already evident in multigenerational workforces. 

Matthew Burney, Senior Strategic Advisor at Indeed, comments: “Each generation brings unique strengths shaped by their experiences, from technical excellence to strong communication skills. To truly motivate employees and bring out their best, employers must provide tailored support rather than a one-size-fits-all solution. Accessible mentoring and clear expectations around workplace progression can help bring everyone onto the same page, but an ongoing dialogue and an awareness of generational differences can be useful to employers to make decisions that empower the whole workforce.”

*Indeed