Differences and Similarities Across Generations in Office Space Design

When you enter a space, you have a visceral feeling. It may be subconscious, yet your body feels the temperature physically and mentally, whether it feels welcome or not. Your body feels the cue for how the space is intended to be utilized. Consider the contrast felt between entering a library and entering an event space. They’re very different visceral feelings.

Looking back on my first job in high school, where I worked my way through college at a call center, I was greeted by security, followed by a long dark hallway that ended with a very busy warehouse filled with cubicles of people talking on the phone. Needless to say, it wasn’t very welcoming. Then, when I entered my first corporate job, it was very much the same environment—lots of cubicles, people working independently with no windows, fluorescent lights, and cold temperatures. Again, it was not conducive to collaboration or deep engagement.

Differences Across Generations

According to HED’s research, loyalty and hierarchy are more ingrained beliefs in older generations. Gen Z, known as digital natives of technology, see work and life seamlessly happening across personal and professional spaces through technology. Work styles are also different across generations, with a preference for quieter work for older generations versus collaboration for younger generations.

Similarities Across Generations

Although there are unique differences based on each generation’s varied lived experiences, all generations value relationships, primarily mentorship. Traditional mentorship models suggest a hierarchical approach, yet many organizations are embracing reverse mentoring, where younger employees mentor more tenured employees and leaders.

Strategies to Bridge Differences and Similarities Across Generations

Swanner believes it is possible to accommodate the four generations in the workforce today, despite their differences. “It’s not actually a sacrifice to cater to specific generations. For example, millennials are the most likely to be in the caregiving years. What if there was a little place with paper and crayons for their child when they have to stop in the office for a meeting? For older generations, this will add humanity to their relationship and connection, maybe from their memories of caretaking. For younger generations wondering what it looks like being a professional and a parent, it is a positive too.”

For leaders wanting to be more inclusive of all generations in the workplace, consider these five pivots:

1. Be proactive about how office spaces are intended to be used. Think about the primary use cases—is it for collaboration or more independent work? Have an open discussion about employer and employee needs, and be open to custom office solutions that work for your team.
2. Encourage regular check-ins between employers and employees to discuss needs, expectations, and concerns. For example, is the space pet-, visitor-, or child-friendly, or not, or when does it make sense to include guests in the space?
3. Implement formal or informal mentoring programs that pair younger and older employees together. Encourage mentors to share their knowledge, skills, and experiences with their mentees. Provide opportunities for mentors and mentees to learn from each other and build relationships.
4. Create a culture of transparency and respect where everyone feels comfortable sharing their ideas. Create flexible workspaces that can accommodate different work styles and preferences. Design spaces that are visually appealing and conducive to creativity and productivity. If it makes sense with business needs, implement policies that allow employees to choose their work hours and locations and provide remote work options for those who prefer or need to work from home. Consider job-sharing arrangements to accommodate employees with varying work-life demands.
5. Organize events and activities that celebrate the diversity of your workforce. Highlight the contributions of employees from different generations and backgrounds. Encourage employees to share their unique perspectives and experiences with each other in the office space environment.

Conclusion

As Sarah Davis, workplace strategist at HED, shared, “We should not overlook the importance of creating a workspace where diverse needs are met. When individuals encounter a space that holistically fits their needs—mentally, cognitively, socially, and physically—they feel like they belong. Workplace design has the power to foster human connection and bring people of all tenures together in meaningful ways. When this happens, people tend to leave the organization less frequently, express higher levels of satisfaction and have a greater sense of well-being.”

FAQs

Q: What are the key differences across generations in office space design?
A: Loyalty and hierarchy are more ingrained beliefs in older generations, while Gen Z values technology and collaboration.

Q: What are the similarities across generations in office space design?
A: All generations value relationships, primarily mentorship, and require a sense of connection and purpose.

Q: How can leaders be more inclusive of all generations in the workplace?
A: Leaders can consider factors such as work styles, collaboration, and mentorship opportunities, and create a culture of transparency and respect.

Q: What are some strategies for leaders to bridge differences and similarities across generations?
A: Leaders can be proactive about space design, encourage regular check-ins, implement mentoring programs, and create flexible workspaces.