Gen Z meets digital immigrants: collaboration or generation clash?
By Johanna Müller - Digital Service Design
In the office, in project teams, on Zoom calls – people from very different generations are meeting everywhere today. Especially the digital natives of Gen Z (born around 1995 or later) and the so-called digital immigrants who didn't grow up with the internet but adopted it later. Sounds exciting – and it is! The big question is: Does this coexistence work – or are conflicts inevitable?
Two generations, two worlds?
Gen Z grew up with social media and cloud solutions and are often more comfortable with AI tools. For them, "digital" isn't a trend, but rather a part of everyday life. The situation is quite different for many digital immigrants, who have experienced technological change with great curiosity, but not from an early age.
A LinkedIn survey shows that 39% of Gen Z are afraid of embarrassing themselves in front of older colleagues – and a quarter feel uncomfortable asking digital immigrants for help. And yet, 36% admit that older colleagues bring significantly more experience and knowledge. So there's a lot of respect – and, at the same time, uncertainty (see LinkedIn via Censuswide, 2024 ).
What do the “old school” colleagues think?
Sure, many bring decades of professional experience. But not everyone is enthusiastic about the pace and often informal communication style of younger generations. According to an EY study, around 25% of baby boomers find working with Gen Z rather difficult—it's a clash of worlds (see EY Generations Report Switzerland, 2024 ; Computerwoche, 2024 ).
What's going on in education?
Education policymakers are also paying attention to this issue. Under the motto "Generations Learn Together," nationwide projects were funded in which young and old worked together on sustainability topics. The goal: to learn from each other, not to criticize each other.
And new (often private) universities are specifically focusing on this kind of collaboration. XU University and Code University Berlin, for example, function like an innovation lab – students work on a project-based basis, closely with industry, using cutting-edge methods, and often in exchange with senior coaches and partners in the field.
Practical examples: This is how it really works
Bosch & Daimler: rely on senior expert programs in which experienced specialists pass on their know-how to younger teams. They also offer reverse mentoring, by the way—which leads us directly to the next point.
Reverse mentoring at BMW & Telekom: Here, Gen Z teaches Boomers how to use TikTok algorithms or work collaboratively in the cloud. Role reversal with a learning effect!
Project “Across Generations” (Haus Bastian): Students and museum staff from across Europe jointly developed educational formats that appeal to different age groups – with plenty of creative exchange and mutual coaching.
#1
Offenheit – auf beiden Seiten.
#2
Raum für ehrlichen Austausch.
#3
Formats such as mentoring, reverse mentoring & Co.
#4
Eine Lernkultur, die auf Dialog statt „Top-down“ setzt.
#5
Gemeinsame Ziele statt Ego-Trips – Wenn alle auf dasselbe Ziel hinarbeiten, zählt weniger, wie alt jemand ist – sondern was die Person einbringt.
The goal is clear: synergies instead of a generational gap. Gen Z brings digital intuition and fresh perspectives, while older colleagues score points with experience, strategic thinking, and often a better view of the bigger picture.
What it takes:
And now? Unity instead of opposition!
When it works, it works – real success stories
The good news: The idea of unity instead of opposition isn't wishful thinking—it's been around for a long time. Here are a few truly powerful examples of how our recommendations are being implemented in practice—and making a real difference:
Openness – on both sides
At Heineken, reverse mentoring is as natural as an after-work drink: Young colleagues coach experienced managers on digital matters – and in return, they gain practical knowledge. Openness isn't just a cliché here, but a reality.
Space for honest exchange
"Fail better" instead of hiding mistakes: More and more companies—from startups to mid-sized businesses—are turning to formats like "Fuck-up Nights," where employees openly discuss failed projects. For example, in-house events at SAP or DB Systel intentionally create learning spaces. Mistake culture 2.0!
Mentoring, reverse mentoring & Co.
At Phoenix Contact, reverse mentoring is so successful that it's even incorporated into recruiting. The younger employees coach, the older employees listen – and benefit enormously. Age limits? They exist only on paper.
Learning culture = dialogue instead of top-down
LinkedIn Learning shows: Companies with a genuine learning culture (i.e., open exchange, no know-it-all hierarchies) retain employees longer – and remain more innovative. The formula for success: curiosity + feedback + freedom to experiment.
Even if it sounds idealistic, especially in a time when technology is taking over more and more tasks, genuine, human intergenerational exchange is more important than ever. It is a common foundation for our future. And the future of work doesn't depend on age – it depends on how well we listen, learn from each other, and shape things together.