Pulse November 2025 | Page 42

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MENTORING ACTION ITEM: In one-on-one moments, ask: What skills or experiences do you want to build this year, and how can I help you get there? This demonstrates investment in their development while providing clarity about growth paths.

MILLENNIALS( GEN Y) Style and needs:

COLLABORATIVE, ADAPTABLE AND PURPOSE-DRIVEN, Millennials seek balance between personal and professional life. They appreciate mentorship that feels like partnership rather than hierarchy, and they thrive on recognition. This group can be complex: They want more purpose, but not necessarily more time commitments. Rewards such as a half-day off can be powerful, but only if paired with a sense of being essential to the team.

MENTORING ACTION ITEM: In one-on-one or small group conversations, ask: How do you feel your work here connects to your long-term goals or values? Are there skills you’ d like to develop for your future?

This builds trust and aligns their sense of purpose with the spa’ s mission.

GEN X Style and needs:

INDEPENDENT, RESOURCEFUL AND PRAGMATIC, Gen Xers value efficiency and respect for their experience. They want opportunities to lead without micromanagement. They’ re often balancing career with family responsibilities and are motivated by stability, engagement and trust.

Gen Z: 18 – 27 Millennials( Gen Y): 28 – 43 Gen X: 44 – 59 Baby Boomers: 60 – 79

MENTORING ACTION ITEM: In a one-on-one conversation, ask: Where can I give you more autonomy or leadership responsibility? This respects their independence while empowering them to step up and contribute at a higher level.

BABY BOOMERS Style and needs:

EXPERIENCED, LOYAL AND HARDWORKING, Boomers value commitment, face-to-face communication and recognition for their wisdom and contributions. Many are motivated by the opportunity to leave a legacy and share their knowledge with younger staff. While not all want formal leadership roles, most want to feel like leaders within their positions.

MENTORING ACTION ITEM: Ask: Would you be open to mentoring a newer team member? Or share: I’ d like to turn to you as a leader on the team. Your insight and modeling are more helpful than you may realize. This validates their knowledge and strengthens intergenerational connections. n

ONE-ON-ONE WISDOM:

LEADING AND MENTORING in a multigenerational workplace requires flexibility, empathy and creativity. No single approach works for every age group— or every individual within that group. By listening carefully, honoring diverse perspectives and adapting your mentoring style, leaders can create a spa culture where everyone feels valued and empowered.

Bridging generational gaps builds stronger, more resilient teams prepared to thrive in today’ s dynamic and complex world. While adjusting styles may take extra effort, the cost of ignoring these differences is far greater: higher turnover, lower morale, and missed opportunities.

CALL TO ACTION: In your next one-on-one meetings, observe how closely team members align with their generational profiles— and where they differ. Then, ask a tailored question to uncover what truly motivates them. This not only honors individuality but also strengthens trust across generations. n

DR. JONATHAN ELLERBY provides custom support and leadership programs to facilitate balancing accountability with the powerful tools of emotional intelligence, psychological safety, mindfulness and well-being. | jonathanellerby. com

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