Have you ever heard conversations like these? 
“Gen Z replies to messages super quickly, often with just a simple 'OK'—leaving their supervisors unsure whether they actually understood what was said."
"Young people care too much about tone—you always have to 'watch your tone' and can't be too direct."
Many managers have experienced these situations firsthand.

According to the 2025 Taiwan Corporate Employee Survey Report, more than over 75% of employees reported experiencing a significant generational divide, and this gap continues to widen The differences in values, communication styles, learning preferences, and work expectations between different generations have made the already challenging task of management even more complex.

As teams continue to grow, generational diversity within organizations is becoming increasingly prominent. Employees have higher expectations of their supervisors regarding communication, support, and management, and are calling for more leadership training, particularly for mid- and frontline managers. As a global enterprise with nearly 80,000 employees, Delta’s HR team is taking concrete actions to assist supervisors in addressing challenges and enhancing performance, thereby harnessing the energy of different generations to drive team growth.

Enhancing cross-generational leadership: strengthening communication and listening skillsEffectively leading a multigenerational team begins with understanding and respect. To support this, Delta's HR team has designed a series of phased leadership development programs that includes core management skills, cross-generational leadership techniques, and situational leadership training. These programs aim to assist supervisors in understanding the communication styles and needs of different generations. In 2024, 23 related courses were delivered globally, with nearly 700 supervisors participating. The focus was on enhancing questioning and listening skills, shifting from "guidance" to "dialogue”, fostering proactive thinking and growth across teams.

For example, replacing “Why would you do that?” or “That was wrong” with “What was your thinking at the time? can significantly foster trust and collaboration. These subtle shifts in language make a big difference. This year, Delta will place even greater emphasis on situational leadership and cross-generational management training, supporting supervisors in adapting their leadership approaches based on the unique characteristics of their team members, and continuously strengthening a communication model based on respect and trust.

In 2024, nearly 23 leadership training programs were delivered globally, including in China, SEA, EMEA, and India, with close to 700 managers participating.

In addition to classroom training, Delta continues to foster understanding, interaction, and co-creation among employees of different generations through various practical initiatives helping an inclusive culture to take root in daily work. For example, activities such as the "Cross-Generational Communication Workshop," "Podcast," and "Mentorship Program" were organized to encourage employees to engage in communication and exchange with an open attitude.

In Thailand, the HR team took the initiative to hold a "Coffee Talk " to invite colleagues from different generations to engage in dialogue, break down stereotypes, and deepen mutual understanding. In the future, similar dialogue-based initiatives will gradually be implemented in various locations, helping to make empathy and connection a natural part of our workplace culture.
A "Coffee Talk " session was held in Thailand, bringing together employees from different generations for open dialogue and exchange.

Additionally, the team curated thematic audiovisual content and organized a podcast to explore the characteristics and communication styles of five different generations, helping employees build awareness and learn how to use respectful language to foster collaboration. Through Delta's mentorship program, senior and junior employees are encouraged to learn from each other and serve as guides, fostering mutual growth in career experiences and workplace cultural values. Step by step, these initiatives are embedding understanding into Delta's cultural DNA, making the organization more open, inclusive, and creative.

Leadership is an ongoing practice, requiring a mindset shift
Delta emphasizes that leadership is not solely reliant on experience or following formulas, but rather involves a continuous process of learning, understanding differences, and having the courage to adapt. Through cross-generational leadership training and cultural engagement platforms, Delta aims to foster a more inclusive and creative workplace.

Looking ahead, Delta will continue to invest in the development of leadership capabilities, deepening a management approach rooted in respect and trust. This will enhance team effectiveness and facilitate the transformation of organizational culture, advancing towards a workplace vision of generational inclusion and shared success.

Source: CommonWealth Learning. 2025 Taiwan Corporate Employee Survey & Top 50 Corporate DEI Analysis Report.