What we covered in our chat
As someone who spends a lot of time speaking with HR leaders and health & safety professionals, I know that supporting people across different life stages can feel complex. In this episode of the Well Workplaces Podcast, I had the chance to sit down with Florence Potter, a workplace coach and facilitator, to unpack what it really takes to create thriving multigenerational teams.
Generational stereotypes
One of the biggest traps we fall into as leaders is making assumptions based on age. We’ve all heard the clichés - Gen Z wants flexibility, Millennials are purpose-driven, Baby Boomers resist change. Florence challenged this thinking, pointing out that more often than not, these are preferences rather than generational truths. For people leaders, the key is to stay curious and ask individuals how they like to work, rather than assuming based on their year of birth.
Treat others as they would like to be treated
Communication styles came up repeatedly in our conversation. Whether you’re dealing with feedback, recognition, or collaboration, Florence emphasised the importance of understanding each person’s communication preferences. As professionals tasked with shaping workplace culture, this means moving away from “treat others how you’d like to be treated” and upgrading to “treat others how they would like to be treated.”
The rise of mental health claims
A significant part of our discussion was about the rise in mental health claims, especially among younger employees. Many early-career professionals haven’t been taught the fundamentals of “how to work” in a hybrid or remote world.
The lack of structure and clear boundaries can lead to stress, isolation, and burnout. For HR and safety professionals, there’s a real opportunity to step in with education, clear expectations, and workplace rituals that protect wellbeing.
Understanding our motivations
Florence shared examples from her workshops where employees realise they don’t even fully know their own motivations until prompted. Imagine what’s possible if organisations make this exploration part of their culture. The payoff is better collaboration, stronger engagement, and fewer misunderstandings between colleagues.
Mutual Mentoring
One of my favourite takeaways from Florence was the concept of mutual mentoring. Rather than relying on a top-down, one-directional transfer of knowledge, teams thrive when learning is reciprocal. For example, younger staff may bring fresh thinking around technology or AI, while more experienced colleagues can provide context and perspective. This approach creates stronger, more connected teams and reduces the friction often associated with generational divides.
This weeks’ challenge
Florence left us with a very practical challenge: seek advice from someone outside your generation this week. It could be about AI, wellbeing, or simply how they approach their work. For leaders in workplace wellbeing, adopting this habit regularly can unlock insights that no policy or strategy document can provide.
Final thoughts
Over the last few episodes, there has been a theme around challenging the stereotypes of different generations and how they can come together and deliver better outcomes. The thread that ties these conversations together has been that one of the best ways to lead, is to listen. Through curiosity and dialogue, we can build resilient and healthy workplaces.
Written by Tom Bosna
September 2025