A few weeks ago, I came across a Wall Street Journal article that caught my attention: “Stop Complaining About Gen Z Workers—and Start Helping Them.” It took me back to my own first years in the workplace, from lessons I picked up in overheard conversations to quick hallway chats and watching experienced co-workers handle tough situations. Gen Z missed out on many of those moments. The pandemic meant no in-person internships, fewer casual office interactions, and fewer opportunities to learn by simply being in the room.

Instead of criticizing, the article emphasized we should be guiding them and helping them develop skills and instincts that only come with experience. Rather than “fixing” Gen Z, the focus should be on creating workplaces where all generations learn from one another.

This matters more than ever because today’s workplace brings together more generations than ever before. Millennials now make up the largest share at about 36%, with Gen X close behind at 31%. Gen Z is already 18% and growing fast, while Baby Boomers represent around 15% but are retiring in greater numbers each year. What makes this mix powerful is that each group adds something different. Boomers bring hard-earned experience, Gen X is known for rolling with change, Millennials push for collaboration and purpose, and Gen Z shows up with digital fluency, fresh ideas, and a passion for making a difference.

That said, stereotypes still exist. I’ve heard people say Gen Zers change jobs too quickly, are too sensitive, or can’t handle tough feedback. My experience has been different. Leading large organizations, I’ve seen Gen Z teammates bring sharp thinking, creativity, and a fearlessness in questioning long-standing processes. Their “why” often pushed us to reexamine old habits, usually leading to better solutions. I also admired their candor about well-being, a topic my generation mostly kept behind closed doors.

Ultimately, workplace success is a two-way street. Leaders and experienced colleagues should invest in younger talent, while younger employees must respect the experience of those who’ve been around longer. When both sides meet halfway with curiosity, humility, and respect, great things happen!

Over the years, I’ve noticed a few habits that cut across every generation and every role. They’re timeless, and they have more to do with how we show up each day than with our age or job title.

Take a genuine interest in others

One of the first lessons I learned was how much it matters to care about what others are trying to accomplish. In my first consulting job, delivering forecasts could have been all about the numbers—run them, send them, move on. But the real impact came when I asked questions like, “What’s your goal with this?” or “How will you use it?” That made the work more relevant and built relationships.

I later saw the same approach in some of the most effective leaders I worked with. One senior operations leader started every project kickoff by asking team members what success looked like for them, not just for the company. Another made a habit of walking the floor, stopping at desks to ask how projects connected to someone’s personal goals.

You don’t have to be a leader to do this. Any employee can take a moment to learn what matters to teammates. Genuine curiosity builds trust and often uncovers ideas that make the work better. In today’s remote and hybrid world, it just takes more intention. A quick text, a virtual coffee chat, regular team calls, or even a surprise “How are you doing?” can go a long way. Leaders can set the tone, but anyone can strengthen connections by showing interest in others.

Be consistent, even in the small things

During college, I worked as a porter at a Houston car dealership. My job was washing cars, mowing lawns, and running errands in the Texas heat. It wasn’t glamorous, but showing up on time and doing the job well every time built trust. That trust led to more responsibility, even without a new title. People notice reliability. It’s one of the fastest ways to build credibility.

I saw the same in frontline customer service reps I later worked with. They handled tough calls day after day with steady calm, listening fully before responding, and following through. Consistency is something anyone can practice. Meeting deadlines, keeping promises, or showing up prepared. Reliability builds a reputation worth having no matter where you are in your career.

Stay curious and open-minded

Some of the best teammates I’ve worked with closed generational gaps simply by staying curious. Curiosity invites conversation. I’ve seen senior leaders ask younger employees, “How would you tackle this?” or “What do you see that I might be missing?” It made people feel valued, no matter their experience.

I’ve also seen newer employees ask seasoned colleagues why something had always been done a certain way before suggesting a new approach. That back-and-forth builds respect, and soon the generational divide feels less like “us and them” and more like learning together.

Adapt how you communicate

Early in my career, I learned quickly that presenting financial results to a marketing team required a different approach than presenting them to finance. Years later, I saw younger engineers preferred quick, visual updates over long meetings.

Adapting doesn’t mean changing who you are, it means making sure your message connects. It starts with knowing your audience, which comes from listening. I’ve seen leaders take a minute to ask a few questions before updating a team, and you can see the difference it makes. People tune in, the conversation becomes more relevant, and it stops feeling like a one-way conversation.

For anyone, this is a skill worth practicing. Pay attention to how people take in information and adjust your approach. You’ll stand out as someone who connects across teams and situations.

Practice gratitude

One of the most underrated habits at work is gratitude. I’ve seen firsthand how far it can go. After tough stretches, like long enrollment seasons, leaders who visited frontline teams to thank them face-to-face had a noticeable impact. The most effective didn’t just say “thanks” but wrote short, specific notes. I’d see those pinned to cubicle walls months, even years later.

Gratitude isn’t just for leaders. Anyone can acknowledge a teammate’s help, call out good work in a meeting, or send a quick note after someone goes the extra mile. Whether it’s top-down or peer-to-peer, sincere appreciation builds trust, boosts morale, and makes people want to give their best again next time.

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No matter your generation or career stage, the habits that make a workplace stronger, and help you stand out, are ones that never go out of style:

• Be consistent in what you deliver.
• Stay curious and humble enough to learn from anyone.
• Adjust how you communicate so others can act on it.
• Show appreciation often and sincerely.

The tools will change. The technologies will evolve. Generations will keep shifting. But the basics stay the same. They mattered when I was washing cars in Houston, and they matter just as much for Gen Z today. Commit to them, and you’ll keep the two-way street between generations open and help in building workplaces where everyone can thrive.