The Remix by Lindsey Pollak Summary

The Remix provides actionable strategies for leading multigenerational teams by adapting workplace practices to bridge gaps between Baby Boomers, Gen X, Millennials, and Gen Z. It emphasizes "remixing" communication, recruitment, benefits, and training to create inclusive environments where all generations thrive. Key frameworks like COPE (Create Once, Publish Everywhere) help organizations blend traditional and modern approaches.

This book is essential for HR leaders, managers, and employees navigating today’s age-diverse workplaces. Decision-makers gain tools for talent management, while individual contributors learn to advocate for generational inclusivity. It’s particularly valuable for remote/hybrid teams seeking to optimize communication across digital and traditional platforms.

Yes—The Wall Street Journal and Financial Times named it a top pick for its research-backed, practical advice. Readers praise its actionable insights on turning generational differences into business opportunities, with real-world examples from Fortune 500 companies. The communication chapter alone is cited as "worth the price of the book".

Lindsey Pollak’s core framework includes:

• Recruiting: Overlooked talent pools (e.g., "boomerang" employees) and inclusive benefits.
• Communication: Balancing digital tools (Slack, video) with face-to-face interactions.
• Benefits: Customizing perks like student loan assistance or phased retirement.
• Training: Upskillling gaps (e.g., phone etiquette for Millennials, tech for Boomers)

It advocates remixing communication for digital-first environments, like using COPE (Create Once, Publish Everywhere) to adapt messages across platforms. For example, a quick video update can engage remote teams more effectively than an email, catering to multigenerational preferences.

COPE (Create Once, Publish Everywhere) streamlines communication by repurposing content across channels—e.g., turning a meeting recap into a video, email summary, and Slack post. This ensures messages reach all generations in their preferred formats while saving time.

Pollak describes it as bridging misunderstandings between age groups by reframing concepts. For example, explaining Slack to Boomers as "digital watercooler chats" or mentoring Millennials on phone etiquette without condescension. It’s about mutual adaptation, not forcing one style.

The book challenges stereotypes like "Millennials are job-hoppers" or "Boomers resist tech." Pollak shows how Millennials value stability with purpose, while Boomers often embrace tools that save time. Solutions focus on shared goals over generational labels.

It recommends reverse mentorship (e.g., Gen Z coaching executives on TikTok trends) and skill-swapping sessions (e.g., Gen X teaching conflict resolution). Pollak emphasizes viewing mentorship as a two-way exchange, not top-down.

Case studies detail how companies like IBM revamped benefits to include pet insurance (for younger staff) and caregiving support (for older workers). Others redesigned offices with quiet zones (for Boomers) and collaboration hubs (for Gen Z).

Pollak’s strategies work for nonprofits, government agencies, and schools. For example, a police department used her recruiting tips to attract younger officers with social media campaigns while retaining experienced staff through phased retirement.

Some note it focuses more on corporate settings than startups or gig workers. However, most praise its balance of data and practicality, with Goodreads reviewers calling it "a manifesto for inclusive leadership".

Unlike narrow guides (e.g., Managing Millennials), Pollak’s approach is holistic, addressing all generations equally. It’s often paired with Dare to Lead for culture-building but stands out for its specific, metrics-driven frameworks.