New research suggests that workplace relationships in 2025 are being strained by inter-generational friction, with younger workers feeling the most significant impact.
A study by corporate events and team-building specialist Team Tactics found that more than a quarter (27%) of Gen Z office workers, aged 18-27, described their workplace relationships as negative. By comparison, 16% of millennials (28-42), 20% of Gen X (44-59) and just 13% of baby boomers (60-78) reported the same experience.
With the UK workforce increasingly spanning four generations due to rising retirement ages, Team Tactics surveyed over 1,000 office-based workers to explore workplace relationships and sources of friction. The findings highlight generational differences in communication styles, values and work priorities as key sources of tension.
Generational Differences Impacting Workplace Relationships
Communication differences emerged as a leading cause of negative workplace relationships across all generations. This was felt most strongly by Gen Z, with nearly three-quarters (74%) citing it as a challenge. Differences in work styles were another common source of tension, particularly among Gen Z, millennials and Gen X.
For baby boomers, workplace conflict was more likely to stem from disagreements over priorities and workloads, with 57% identifying this as a challenge. Additionally, 56% of boomers cited differences in work ethic and commitment as a key issue with colleagues.
The study also found that Gen Z workers experience workplace tensions over values and beliefs. Among those who reported negative relationships, 70% said colleagues’ attitudes towards sustainability caused friction, while 66% cited differences in views on diversity, equality and inclusion (DEI). Millennials also experienced similar issues, with 64% citing DEI and 61% sustainability as sources of conflict.
Addressing Workplace Tensions Across Generations
Tina Benson, founder and managing director at Team Tactics, said, “The research highlights some clear inter-generational friction in the workplace at all levels, but it’s the Gen Z cohort that feel their relationships are suffering the most. Considering that the majority of Gen Z employees had a strange introduction to the workplace – with the Covid years bringing a mix of remote and hybrid working – it’s possible that younger colleagues still don’t feel as well integrated into the workforce, having had significantly less face-to-face time with colleagues.”
She emphasised the need for employers to take action, saying, “It’s clear that, to improve team dynamics and relationships, employers need to invest in team communication and collaboration, getting colleagues to work together more effectively. A four-generation workforce can bring many advantages with a vast accumulation of different perspectives, experiences, knowledge and skills – but there are fundamental issues that need addressing before businesses can effectively tap into this potential.”
As businesses continue to adapt to multigenerational workforces, fostering stronger communication and collaboration may be key to improving relationships and reducing tensions across age groups.
