Gen X Is Intimidated by These 8 Things at Work (But Gen Z Has No Problem With Them)

For the first time in history, five different generations are working together in the workplace. And while Gen X is steady, dedicated, and in it for the long term, Gen Z has never known a world without the internet and challenges what is traditionally expected of them.

We all know the stereotypes of each generation, but are any of the differences based on some truth? No generation is a monolith of homogeneity, but there are some grains of truth in the generalizations.

As much as Gen X is flexible and understanding, there are key differences with Gen Z that they aren't always comfortable tackling, even if it helps them get ahead financially. Here are eight things Gen X often struggles with at work that Gen Z has no problem doing.

Gen Xers inherited the Boomer mindset of working 9 a.m. to 5 p.m. Monday through Friday, but most never got the job security, paycheck, or time off that went along with those ideals. Classic 90s media portrayals of professional life were exemplified by movies such as "Office Space" and "Fight Club," where the protagonists' professional lives overshadowed any ability to balance their lives outside of work.

Gen Z was raised seeing how working hard failed previous generations, and "noped out" of it en masse. They limit their work to precisely what is outlined in their job descriptions, a term older generations inaccurately dubbed "quiet quitting." They can, and will, do good work — but they will do it on their own terms.

Gen X tried challenging the deteriorating workplace conditions and decreasing paychecks, but discovered it would only get them fired. Gen Z, on the other hand, grew up with social media, and aren't afraid to call out injustices.

Gen Xers shy away from seeming disrespectful and often approach the workplace with caution. To Gen Z, respect is earned, and they're largely driven by values rather than titles.

The younger generations that grew up with social media providing a constant buzz of feedback are more sensitive to silence — and more likely to ask about it. The "latchkey kid" generation has a different approach, assuming silence means no feedback is necessary, and they can be more hesitant to ask for it.

On the surface, Gen Z craves clarity and isn't afraid to ask for feedback, but can struggle with how they receive it. Gen X may not ever ask for feedback, but is accustomed to quietly shifting their work to accommodate it when it is given — and will generally only ask for clarification when they need it.

Mental health was stigmatized throughout much of the past, making it difficult for Gen X to prioritize their own well-being. They largely inherited this stigma from their Boomer parents, while also recognizing the emotional toll it created in their relationships.

Gen Z, on the other hand, was raised in a more open and vulnerable environment. In the workplace, this difference between the generations manifests as Gen X ignoring mental health needs until they become large problems, while Gen Z views it as an ongoing and constant process.

Gen X grew up under the Boomer ideal of working up the chain for a years-long, if not life-long, employment — and that they'd be rewarded for doing so. By the time Millennials joined the professional world, the only way to get a promotion or increased salary was to get a new job, but they craved the stability experienced by previous generations.

Gen Z has never known the sort of steady, pension-offering work Boomers had, and even basic cost-of-living raises can sometimes only be accomplished by job hopping. While Gen X may view a long resume as a lack of dedication and stability, Gen Z views this as a response to corporate failings.

Gen Z has a reputation for walking away — sometimes suddenly — from jobs in a way that can seem irresponsible to Gen Xers. Gen X, on the other hand, doesn't like to quit, but when they do, it will likely be with a two-week notice and a compilation of materials for their replacement.

Gen Z introduced "ghosting" to the world, and it has since become their modus operandi. The two-week notice often isn't even a courtesy given to them by their employer, and they simply do not feel employers have earned that same politeness.

Many companies have pivoted their compensation packages to an "unlimited PTO" model, but Gen X often doesn't trust this. They desire clearly defined boundaries for vacation, sickness, and time off in general, worried that taking too much will reflect poorly on them with their employer. Gen Z shrugs at unlimited PTO and often uses it freely to maintain a healthy work-life balance.

As retirement rapidly approaches, Gen X is terrified of a world where it just isn't as financially feasible as it once was. Those who will rely on Social Security are watching the government threaten the benefits they've paid into their whole working lives. With decades of working years ahead of them to plan around such changes, Gen Z isn't feeling the same pressure quite yet.

People are complicated and diverse, and generalizations always fall fundamentally short. But recognizing larger trends can still be useful when navigating inherent differences in the workplace.

While there are key differentiators between Gen X and Gen Z, they often share the ever-growing problem of a corporate system that hasn't evolved across generations. Despite being at different phases of their career, both groups are simply trying to move beyond living paycheck to paycheck.