The Generational Gap: Working to live vs. living to work

There’s a growing divide in today’s workplace. It’s not about skills or titles – it’s about how we define work itself. Millennials and Gen Zers may look at their older colleagues as stuck in the “old way” of doing things, technologically inferior, and far too tied down by their work and their employer. They believe the more senior members of the workforce live to work.

Boomers and Gen Xers often think of their younger colleagues as lazy, entitled, or undriven. What’s often misunderstood as lack of drive is actually a shift in values. I find these young professionals to be hard-working, mission-driven, and they know how to get the work done. BUT they get the work done within boundaries, enabling them to spend time with family, friends, or on their own, refilling their cup and recharging for what lies ahead. As important as their careers are, they work to live.

These younger employees are the future leaders of your organization – and you need to know what drives them and how to communicate with them. I came across this Forbes article and found it to be spot on! Here are a few of my personal takeaways:

“Having grown up in a world of constant digital connectivity, (Gen Zers) value time away from work to recharge and reject the always-on culture. For Gen Z, these boundaries are not just about personal preference; they are a form of self-preservation in an era where burnout is rampant.”

That’s a cue for leaders to respect those boundaries – not as lack of commitment but as a strategy for personal sustainability.

“Despite being the most digitally connected generation, Gen Z reports significant loneliness and isolation. Remote work and digital communication, while convenient, often exacerbate these feelings, leaving Gen Zers yearning for deeper, more meaningful connections, and frequent job-hopping, often a necessity for career growth, prevents them from forming lasting workplace relationships.”

Creating authentic connection through in-person meetings, mentorship programs, even thoughtful internal messaging helps bridge that gap.

How you communicate with your workforce is critical – not just to productivity, but to trust, belonging, and long-term success for everyone. This generation is not rejecting work; they’re redefining it. Leaders who understand that shift and are able to communicate with clarity, empathy, and respect will be the ones who attract and keep the best talent.