Gaining Buy-in for Change from Different Generations
Posted on July 15, 2025 by Jill Skinner, One of Thousands of Leadership Coaches on Noomii.
Getting buy-in for change is a critical leadership skill, and each generation may respond best to different approaches.
1. Baby Boomers (1946-1964)
How They View Change:
• May be cautious or skeptical, especially if they feel current methods work well.
• Value stability and respect for experience.
How to Get Buy-In:
• Involve them early: Ask for input and acknowledge their expertise.
• Connect to legacy: Show how the change honors the company’s history or builds on what they’ve achieved.
• Offer reassurance: Clearly explain how the change will improve stability and security.
• Recognize contributions: Publicly value their support and adaptation to change.
2. Generation X (1965-1980)
How They View Change:
• Generally adaptable but want practical reasons for change.
• Prefer direct, honest communication.
How to Get Buy-In:
• Provide clear rationale: Focus on efficiency, results, and how the change makes their job easier.
• Allow autonomy: Give them some control in how changes are implemented within their teams.
• Offer tools and training: Ensure they have resources to adapt.
• Be transparent: Don’t sugarcoat; share both pros and cons.
3. Millennials (1981-1996)
How They View Change:
• Often welcome change, especially if it aligns with values or offers growth.
• Want to know the “why” behind decisions.
How to Get Buy-In:
• Connect to purpose: Explain how the change aligns with organizational mission and values.
• Make it collaborative: Involve them in brainstorming and problem-solving.
• Highlight opportunities: Show how the change benefits career growth and personal development.
• Use feedback loops: Ask for their opinions and provide updates.
4. Generation Z (1997-2012)
How They View Change:
• Expect rapid evolution and are comfortable with technology-driven change.
• Value inclusion and transparency.
How to Get Buy-In:
• Leverage technology: Use digital platforms for communication and training.
• Be inclusive: Invite diverse voices and encourage open discussions.
• Show immediate impact: Explain how the change benefits them and the team now.
• Be authentic: Share real stories and be upfront about challenges.
Example Strategies and Messages
Baby Boomers
Strategy – Involve, reassure, honor experience
Message – “Your expertise shapes this change. We need you.”
Gen X
Strategy – Be practical, transparent, hands-off
Message – “Here’s the logic. You have control over the rollout.”
Millennials
Strategy – Connect to values, collaborate
Message – “This change creates growth for you and everyone.”
Gen Z
Strategy – Use tech, be inclusive, show impact
Message – “Your input matters. Here’s how we’re progressing.”
Although there’s no one-size-fits-all approach, leaders who listen, adapt, and communicate in ways that resonate with each generation are far more likely to achieve enthusiastic buy-in and smoother change management.
