Dealing with boomer bosses’ expectations
My colleagues and I (mostly Gen Zs) face this dilemma. Generally, we are productive and efficient in work. However, our bosses have the boomer mentality. There are a number of unspoken expectations such as the expectation to check our messages and emails, work when we are on leave or medical leave, respond after work hours/weekends, just to name a few. We find that the need for constant and immediate availability is unhelpful for our mental health and affecting work-life balance. How do we give our feedback without sounding like we are challenging the bosses, who also have the “we have always done it this way” mentality?
Sue-Lynn says
Dear Violet,
Here are some guiding thoughts and practical steps to navigate this.
Firstly, seek to understand and be respectful of the differences in work styles and expectations of baby boomers (born in 1946 to 1964) compared to Gen Zs (born in 1997 to 2012) like yourself. Boomers may value job stability and security, traditional work structures, and strong work ethic as exemplified by putting in long hours. They may be more comfortable with established hierarchies and formal communication channels and may prefer to do things the traditional “tried and tested” way. In comparison, Gen Zs often value work-life balance and prioritise their mental health, valuing purpose-driven work and flexibility.
Secondly, pray for discernment and wisdom from God (James 1:5).
Thirdly, instead of criticising, frame your feedback among shared values. For example, “We really admire how our leadership is committed to serving with excellence and reliability (or other shared values). We’ve been reflecting on how to best sustain this in the long-term, especially in view of increasing mental health challenges at work.”
Next, speak from personal and collective experience using “we/us” statements to reduce defensiveness. For example, “Some of us have found it difficult to truly rest after work hours, on weekends or even on leave. One reason is there seems to be an unspoken expectation to respond to emails and messages. Over time, this affects our ability to give our best at work. We would like to discuss if we can establish a healthier rhythm that still honours our work responsibilities.”
If your bosses are open, you can suggest practical and reasonable solutions (which should be discussed as a team prior to meeting your bosses) like establishing an after-work communication policy. For example, a response is not required for work-related messages and emails sent after work hours, unless there is an indication that an immediate response is expected; or, respecting boundaries when the “out of office” email is sent when someone is on leave. Emphasise how the team will continue to stay productive and continue to meet all deadlines. If your bosses respond with reluctance, try to understand their underlying concerns.
Lastly, expect that change may be slow. Nonetheless, continue to uphold Christlike patience and respect, as your feedback may plant seeds for future change.