Every generation grows up with a unique set of cultural, technological, and social norms that shape their understanding of common sense. These norms feel universal to the people who experience them, but they shift over time. Add in chrono-centricity (the belief that one’s generational perspective is superior) and our natural self-righteousness (the tendency to believe we are right), and we get a recipe for workplace frustration.
Many workplace conflicts arise from the assumption that what feels obvious to one generation should be obvious to another. But if common sense is defined by generational norms, then it’s no surprise that what’s common today isn’t what was common before. Let’s break it down with one example from each generation:
What Each Generation Might See as Common Sense
Boomers (1946–1964) → “Work hard, stay loyal, and you’ll be rewarded.”
Brought up under the ideal and illusion of perfect, Boomers were taught to believe that success comes from dedication, tenacity, and climbing the ladder, many likely experienced the scorn, judgment and even punishment of being perceived as imperfect, unreliable or disloyal because of a job change. To be loyal despite suffering, was common sense.
Gen X (1965–1980) → “Be independent and don’t expect hand-holding.”
Raised as self-reliant problem-solvers, they learned from being neglected or overlooked that figuring things out yourself was the only way to survive, this meant it was unreasonable to expect support, and advocating for what you need felt futile. To suffer alone, and do it yourself was common sense.
Millennials (1981–1996) → “Collaboration and purpose matter more than hierarchy.”
As a huge generation, collaboration was the name of the game to get ahead. The expectation that workplaces should be diverse, feedback-rich, and flexible, just like their shopping experience grew. It was common sense to believe everyone can contribute, and your title or position didn't make you the expert.
Gen Z (1997–2012) → “Tech is intuitive, and mental health is a priority.”
A generation disrupted by the introduction of smart phones and a global pandemic experience life as more difficult than their predecessors. Common sense for Gen Z is, mental illness is a reality, life is hard, and everything will be different tomorrow, so might as well enjoy today.
Pursue Understanding
Challenge Your Own Chrono-Centrism
Ask yourself: Am I assuming my way is the only “right” way? Where does that certainty come from? Am I open to other perspectives? Can I handle being wrong?
Approach differences with curiosity rather than judgment. Instead of, “Why don’t they get it?”, try “What shaped their perspective?”
Meet People Where They Are At vs Where We Think They Should be
Our sense of what is right or how things should be causes us to judge and reinforces our chrono-centricity. Can we adapt our communication and ways of engaging to meet people where they are, asking questions rather than making commentary? For example; a Boomer leader may need to provide more feedback for Millennials, a Gen Z may need guidance on how to navigate professional face-to-face interactions, a Boomer may need more time and simple explanations to learn new technologies and Gen X may need to take small steps into collaboration so trust can grow.
“A critical skill for responsible leaders is to say ‘I might be wrong’ - and mean it” Adam Grant, Professor of Management & Psychology
By acknowledging that common sense isn’t universal, we can replace frustration with understanding—leading to more connected, high-functioning workplaces. Sharing of our own lived experiences increases the shared knowledge of a group and can expand common sense for every generation. What’s one generational difference you’ve had to navigate? What is something you personally hold to as common sense or right?
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