#Factoftheweek
Only 25% of U.S. employees think their organization handles major change well. Yikes. As organizations plan for 2026, one trend they can’t afford to overlook is the generational divide in how employees experience change.
This is apparent in the recent Eagle Hill Consulting research that shows there are significant generational gaps in optimism, stress, and perceptions of change.
Here’s what leadership should consider for their 2026 organizational playbook:
- Change isn’t experienced the same by all generations. Gen Z workers are significantly more likely to view change as positive (70% say process changes improve their organization) compared to Gen X (36%) and Baby Boomers (45%).
- Older employees are more skeptical and more stressed around transformation efforts, especially when communication and purpose are unclear.
- Social support and peer influence matter. Younger cohorts report workplace friendships strongly influence their engagement with change.
One thing is clear across the board though. The most important drivers of change acceptance are understanding why a change is happening and having clear communication about it.
What are you adding to your playbook in 2026? Are you considering how different generations respond to change? How will this impact technology plans in the year ahead?