Is Emotional Intelligence Expressed Differently By Diverse Generations?

From an age perspective, the workforce has never been as diverse. Today, five generations coexist in the workplace: The Silent Generation (Traditionalists), Baby Boomers, Generation X, Millennials, and Generation Z. While the Silent Generation, born between 1928-1945, is aging, many South Africans find themselves needing to work well into their eighties. The reality of retirement at 65 is not feasible in the face of economic hardship. It is highly likely there are members of the Silent Generation in the South African workforce in 2025 – though their numbers are lower compared to younger generations.  

Each of these generations has distinct values, communication styles, and work preferences that can impact communication and collaboration – and affect personal relationships and productivity.  

Generations are shaped by historical events, shared experiences, cultural norms, and societal shifts that occur during their formative years, influencing their values, beliefs, and behaviours. 

Here is a breakdown of how different generations might express emotional intelligence:  

1. The silent generation (born 1928-1945): 

Known for stoicism, resilience, and a strong work ethic, they may value emotional restraint and find it difficult to openly express emotions or embrace vulnerability.  

• EI Strengths: Due to their preference for diplomacy and harmony, they excel at resolving conflicts through quiet negotiation rather than confrontation. Their life experience enables them to mentor younger employees and provide long-term perspectives on problem-solving. 

• Challenges: They believe in maintaining workplace harmony. Therefore, they may avoid openly addressing emotional workplace conflicts, preferring indirect resolution methods. Adapting to modern emotional digital communication can be a challenge. 

• Expression: Silent Generation employees demonstrate emotional intelligence through professionalism, resilience, and loyalty.  

 

2. Baby Boomers (born 1946-1964): 

Baby Boomers often prioritise logic and structure. They may value emotional control and direct communication but can struggle with showing empathy and understanding different perspectives.  

• EI Strengths: Strong interpersonal skills, patience, and conflict resolution through face-to-face communication. 

• Challenges: May struggle with adapting to newer, digital-first communication styles that younger generations prefer. 

• Expression: Emphasise loyalty, professionalism, and emotional restraint in both the workplace and professional relationships. 

 

3. Generation X (born 1965-1976): 

Characterized as independent and adaptable, they may be comfortable with emotional expression but also value practicality and may prioritise results over emotional connection.  

• EI Strengths: Independent, adaptable, and skilled in balancing work and emotions. 

• Challenges: Can be skeptical and may resist overly emotional or openly expressive communication in professional settings. 

• Expression: Prefers direct communication but values emotional intelligence for problem-solving and leadership. 

 

4. Millennials (born 1977-1995): 

They prioritise empathy and inclusivity, value collaboration and teamwork and are comfortable expressing emotions and seeking feedback. 

• EI Strengths: High self-awareness, empathy, and openness to feedback. They prioritise mental health and emotional well-being. 

• Challenges: May rely too much on digital communication, sometimes leading to misinterpretations of emotions. 

• Expression: Openly expresses emotions, values inclusivity, and expects emotional intelligence in leadership. 

 

5. Generation Z (born 1996-2010): 

They emphasise individuality and activism, they are comfortable with digital communication and may express emotions openly but can also be sensitive to social cues and expectations.  

• EI Strengths: Emotionally expressive, digitally fluent, and highly empathetic toward social issues. 

• Challenges: May struggle with in-person emotional intelligence skills due to heavy reliance on digital communication. 

• Expression: Use social media and online platforms to discuss emotions, seek validation, and build emotional connections. 

Source: https://www.linkedin.com/pulse/generational-differences-emotional-intelligence-straza-f8cbe/  

 

Implications for the Workplace 

Encouraging emotional intelligence skills like empathy, self-awareness, and communication can benefit all generations. Here are 3 areas in which leaders being acquainted with different generational styles can benefit their team and company: 

• Recognising and leveraging differences
  Recognising these differences and educating their team accordingly can help leaders create a more inclusive and effective work environment. Leaders can encourage intergenerational teamwork by leveraging the diverse strengths of each group.
• Tailoring communication to encourage collaboration
  Understanding how different generations communicate emotions can improve workplace interactions and collaboration. Leaders can adapt communication styles to suit different preferences, reducing misunderstandings.
• Reducing and managing conflict
  Understanding how different generations approach conflict resolution can help leaders manage disagreements effectively. Leaders can reduce potential tensions by promoting empathy and appreciation of diverse emotional responses. 

This will support an environment where all employees feel valued and understood, increasing engagement and job satisfaction. 

 For more insights, read our blog, “Leading a team that is older than you.” 

 

How can employees forge relationships with colleagues from different generations? 

By recognising their differences and finding common ground, employees can foster positive relationships with their colleagues and improve teamwork. Here are 3 strategies that employees can use to forge strong inter-generational work relationships: 

Find common ground 

Despite generational differences, employees can bond over shared values, interests, or work-related goals. Here are three ways leaders can encourage such bonding: 

• Focus on shared goals: Encourage participation from employees of all age groups. Everyone wants to contribute meaningfully to their team and organisation. 

• Engage in team-building activities: Casual conversations and social events help break down generational barriers. 

• Encourage the discussion of non-work-related or personal topics: Talk about travel, hobbies, or industry trends to find mutual interests. 

 

Be open to learning from each other 

Each generation has strengths that others can learn from, making mentorship (both formal and informal) a great relationship-building tool. 

• Practice reverse mentorship: Younger employees can teach older colleagues about digital tools, while older employees can provide career guidance. 

• Ask for advice and share knowledge: Do not hesitate to learn from those with different experiences. 

• Stay open to new ways of thinking: Avoid the mindset that one generation’s mindset is better than the other.  

 

Practice open-minded communication 

Effective communication is key to bridging generational gaps as different generations prefer different communication styles.  

• Adapt to preferences: Older colleagues may appreciate face-to-face meetings, while younger ones might prefer quick emails or instant messaging. 

• Clarify expectations: Ensure that messages are clear to avoid misunderstandings. 

• Be patient and listen actively: Give colleagues space to express their thoughts without judgment. 

 

In conclusion 

Emotional intelligence is essential in a multi-generational workforce to enhance communication, build strong relationships, and manage conflicts effectively. Leading with emotional intelligence fosters mutual understanding, adaptability, and inclusivity. It allows employees to collaborate despite generational differences. By developing EI in teams, leaders can leverage their diverse strengths, improve productivity, and create a more harmonious and engaged workplace. 

 

For more, read our blog: Managing your team’s emotional intelligence. 

Over to you for sharing your comments and experiences.