The IT industry, like many other sectors, is undergoing a profound transformation. Beyond the rapid evolution of technology, we are witnessing a shift in work culture, values, and expectations—driven largely by generational differences. The interplay between Boomers, Millennials, and Gen Z (or “Zetki” as they are sometimes called in Poland) has created friction, but also an opportunity for synergy.

Much of the debate revolves around work ethic, career expectations, and life priorities. Millennials, who once disrupted traditional career paths, now find themselves managing Gen Z, while Boomers observe these shifts with a mix of curiosity and skepticism. Each generation has been shaped by different economic and social realities, but at their core, their concerns and aspirations are often strikingly similar.

The Generational Divide: Myths and Realities

Boomers: The Loyal Builders

Boomers grew up in a world where job security was paramount. In Poland, this meant waiting years—sometimes decades—for a state-assigned apartment. Employment was guaranteed under the socialist regime, but it was often inefficient, and economic collapse loomed in the background. Despite these challenges, Boomers valued stability, loyalty, and perseverance. They stayed with employers for decades, slowly climbing the ranks.

Millennials: The Lost but Adaptable Generation

Millennials entered adulthood during an era of uncertainty. After the fall of communism, Poland faced economic turmoil. There were no jobs, no housing, and no clear future. The free market emerged, but prosperity was unevenly distributed. Millennials had to hustle, take risks, and adapt. They took out massive loans to buy apartments, embraced corporate life, and sought financial security in a world that felt unpredictable.

Gen Z: The Skeptical Pragmatists

Unlike Millennials, Gen Z saw their Millennial parents burn out in corporate jobs or get laid off after years of loyalty. They internalized an important lesson: Work is not everything. Raised with technology, they prioritize flexibility, work-life balance, and mental health. They question authority, resist hierarchical structures, and expect transparency from employers.

Yet, they are also deeply anxious. Economic instability, climate change, and the COVID-19 pandemic have reinforced a sense of unpredictability. They struggle with the idea of a lifelong career, feeling that traditional work models are outdated.

Clashing Work Cultures: Frustration vs. Understanding

These differing experiences have led to workplace misunderstandings:

• Boomers see Gen Z as entitled and unwilling to “pay their dues.”

• Millennials are caught in the middle—understanding Gen Z’s frustrations but also feeling irritated by their reluctance to “stick it out.”

• Gen Z feels that older generations are trapped in outdated mindsets, overworking themselves for companies that do not reciprocate loyalty.

But here’s the reality: all generations have struggled with the same fundamental fears—just in different ways.

• Gen Z is afraid of economic instability (housing prices, job security). Millennials felt the same in the 1990s and 2000s when Poland transitioned to capitalism.

• Millennials took on debt to buy homes—just as Gen Z faces rising rents and mortgage costs.

• Boomers waited years for state-assigned housing—the system was different, but the housing struggle has always existed.

The frustration is valid on all sides, but there is more common ground than we think.

What We Can Learn from Each Other

Instead of fueling resentment, we should focus on leveraging each generation’s strengths.

What Gen Z Can Learn from Millennials & Boomers:

Career Growth Takes Time – Instant success is rare. Millennials spent years proving themselves, even in an era of corporate layoffs. Hard work doesn’t mean selling your soul, but mastery takes effort.

Resilience is Key – Many Millennials had failed startups, lost jobs, or took pay cuts before finding stability. Gen Z should embrace adaptability.

Work Still Matters – While work-life balance is crucial, progress and innovation require dedication. Without skilled professionals, tech won’t advance.

What Millennials & Boomers Can Learn from Gen Z:

Work-Life Balance is Non-Negotiable – Burnout is not a badge of honor. Gen Z values mental health, and rightly so. Millennials should rethink their “always on” work culture.

Transparency & Flexibility Win – Command-and-control management styles are outdated. Companies thrive when employees feel heard and have autonomy.

Questioning the System is Healthy – Just because something has “always been done this way” doesn’t mean it’s the best approach. Millennials fought for remote work and better corporate policies—Gen Z is continuing the fight.

The New Reality of Work: Post-COVID Adjustments

The COVID-19 pandemic (2020-2024) accelerated many workplace trends:

• Remote work became the norm rather than an exception.

• Employees realized they could demand better conditions, higher salaries, and more flexibility.

• The job market became volatile, with tech layoffs in 2023-2024 shifting power back to employers.

Now, as the market stabilizes, companies must adapt. Employers need a multigenerational workforce where experience, adaptability, and fresh perspectives coexist.

The Future: Working Together, Not Against Each Other

The generational divide in IT is not a battle—it’s an opportunity.

Gen Z will soon be the new managers. Millennials should mentor them, not resist them.

Millennials must lead by example. They fought for better conditions—now they should help integrate Gen Z into leadership.

Boomers should embrace change. Their wisdom and experience remain invaluable.

The future of work isn’t about which generation is right—it’s about collaboration.

Instead of arguing over who had it worse, let’s build a workplace where every generation thrives.