Why Great Leadership Starts with Individual Understanding

While conversations about generational gaps in the workplace continue to dominate headlines, a recent Deloitte Insights survey suggests that the distinctions between Gen Z, Millennials, and Gen X may be narrowing. A new employee identity is emerging: the “perennial.” Deloitte defines perennials as individuals who defy generational stereotypes, they may be 25-year-olds leading teams or 65-year-olds entering new industries. Their career stage and ambitions matter more than the era they were born into. This shift challenges companies to move beyond generational assumptions and engage employees based on their unique identities.

The Case for Leading Individuals, Not Generations

Relying too heavily on generational frameworks can cause leaders to overlook what truly drives performance. While age-based trends can provide broad insights, they cannot replace the deeper understanding that comes from treating employees as individuals with distinct communication styles, learning preferences, and career goals.

Here are five strategies leaders can use to foster strong, motivated teams built on trust and individual understanding: 

Prioritize Relationships to Build Trust and Accountability: Strong leadership is rooted in relationships. By investing time to get to know team members personally, leaders can build trust, identify strengths, and support each individual’s growth. Relationship-building also helps move beyond generational bias by focusing on who each employee is, rather than when they were born. Regular,  intentional, one-on-one check-ins help ensure employees feel seen, supported, and positioned to succeed. 

Ask Questions to Personalize Engagement: Assumptions about generational preferences can easily miss the mark. While Gen Z may be known for valuing authenticity and face-to-face interactions, every employee has unique communication needs shaped by personality and experience. Leaders can create stronger working relationships by asking thoughtful questions about preferred communication methods, peak productivity times, and workload preferences. Small, intentional changes can have a significant impact on performance and satisfaction.

Encourage a Range of Ideas and Approaches: A multi-generational team brings a wide range of perspectives, talents, and work styles. These differences, when harnessed well, can lead to stronger problem-solving and creativity. Encouraging contributions from team members of all ages and departments surfaces insights that may otherwise go unheard.. Collaboration across departments and age groups can accelerate innovation and strengthen execution.

Provide Consistent Opportunities for Growth: Career development benefits employees at every stage of their careers. Whether someone is entering the workforce or has decades of experience, they still need access to tools and support to reach their goals. Leaders can ensure employees continue to grow by making professional development opportunities broadly available and communicated clearly. When it’s time to consider promotions or new responsibilities, taking a holistic view of performance and potential across roles and levels ensures more inclusive and strategic decision-making..

Embrace a Learning Mindset as a Leader: Effective leadership involves a willingness to learn together with your team. Employees contribute valuable skills and perspectives that can help leaders view challenges from new angles. By creating an environment where team members can showcase their tools or share suggestions, leaders can develop smarter strategies and foster stronger relationships. Leaders who are open to learning often build more agile, motivated teams.

The Future of Work is Individual-Centered, Not Generation-Defined

Multi-generational teams are the norm, not the exception. The most impactful leaders will focus less on generational labels and more on the person behind the title. By building trust and focusing on growth, leaders create work environments where people feel motivated to contribute their best.

Organizations that take this approach are better positioned to retain talent, drive innovation, and achieve sustainable success.