Succeeding as a multigenerational workforce

Our work environment is undergoing a profound transformation, shaped by shifting values, technological advances, and a workforce that now spans four generations. As many Baby Boomers approach retirement and Gen Z enters the job market in full force, organizations are navigating a complex blend of expectations, communication styles, and work habits. This intergenerational mix presents both challenges and opportunities for collaboration, innovation, and growth and demands a new form of generational leadership. In this interview, we explore the evolving dynamics of the workforce through the eyes of two colleagues at Henkel: Sylvie Nicol, CHRO at Henkel, who has been with the company for almost 30 years. And Leonie Hartmann, Sustainability Communications Manager at Henkel and part of Gen Z. Their perspectives reveal not only the contrasts and similarities between generations but also the potential for mutual learning and shared purpose. Together, they offer a glimpse into what it takes to thrive in a truly multigenerational workplace.

Sylvie: What expectations does your generation have towards employers?

Leonie: What I've always been striving for is to work for a company with an ambition that aligns with my own values and beliefs. A company that also strives for progress – both social and economic. But not at the cost of its workforce. A company that takes care of its employees in terms of health and benefits. But that also offers a job that is more than 9 to 5 sitting at a desk. A job that aligns with my values and connects to a purpose that the younger generation also identifies with.

Sylvie: Do you think your expectations are very different from former generations?

Leonie: I think we are more vocal about our expectations and that we feel we can demand more because we know that in the current labor market talents are needed. But, while we know we can have higher demands, we also want to demand something that gives us purpose – that's at least what I have always been hoping for. And obviously, there's generational conflict – whether that’s within families or within big companies like Henkel or any societal group.

Sylvie: Looking at your generation, I don’t think previous generations are necessarily jealous. I believe they're curious and intrigued. Speaking for myself, it’s this authenticity that you bring into companies, which also – in a sense – comes with a lot of shaking the tree and perhaps challenges others to think differently. 

Sylvie: You work with different generations at Henkel – how does that feel?

Leonie: I've always felt welcome and supported. And of course, there are different perceptions, and some might be related to generational differences. But looking at this term of generations, it's also often criticized. We cannot put all people under one blanket and expect that they have the same experiences or feelings, just because they are roughly the same age. At a company as big as Henkel, with 47,000 employees, individuality is highly appreciated. When we look at a broader society, I feel there are misunderstandings and misperceptions about Gen Z, especially because people might feel or say that Gen Z is lazy, that we are social snowflakes that have to be protected, that we are more interested in self-fulfillment than in driving economic success, which would not be beneficial for a company. But I think at Henkel, it's been realized that we talk about a generation that is hard-working and that wants to be hard-working – if set into the right positions. And these are the positions that have value, that have purpose, where we feel that we can have an impact on the company and on our colleagues. 

Leonie: How did you experience generational conflicts in the beginning of your own professional career?

Sylvie: My impression is that the topic of each generation looking at the next with a certain sense of criticism is a never-ending story. Society evolves, and obviously each generation will be different from the previous one. And perhaps even look at the next one with curiosity or sometimes with a lack of understanding. I’ve felt that too, though on different topics. Today, we talk more openly about it. The fact that your generation speaks more about life and expectations in life, and maybe less about work alone can lead to misunderstandings. My generation was certainly less daring when it came to talking about expectations, but that doesn't mean we didn't have them. I always say – when I'm asked about generational differences – that there is no right or wrong. There's just a different way to address challenges. I also have to say that I’m observing companies where older generations are very happy to benefit from the battle that your generation is taking on.