When communicating with Gen Zers on Slack, less is more. Young workers value subtle signals of trust, independent workflows and emotional intelligence from managers on Slack.
Today’s workplace is more age-diverse than ever before. The Society of Human Resource Management cites there are more than five generations on the job today - from the Silent Generation to Gen Z. Data shows age diversity on a team can also produce better business outcomes. If managed effectively, multigenerational teams provide organizations with better decision making, more productive problem solving and improved performance, but only if managers make sure that all voices and perspectives on a team are heard.
Understanding how Gen Zers interact online and what motivates this group is just one piece of the generational pie. With so many personalities on a team ranging in age, how can managers navigate varied communication styles, articulate ways to avoid miscommunication and prioritize all team member perspectives to be heard? Below are four tips for managers to keep in mind:
- Feeling seen 👀 and heard 👏 is more motivating than a ‘job well done’ - According to a recent Deloitte survey, when it comes to reasons to quit a job, Gen Zers cite not being fairly rewarded as a primary reason for quitting a job. In comparison to millennials, who cite feeling overworked as the biggest reason to leave a role. For Gen Zers, feeling valued, heard and understood in an online digital setting is crucial. Some ways to use this information on Slack? Use the 100% emoji 💯 to amplify a point, tag them specifically in public discussion to get their opinion and use the ‘clapping’ emoji to signal a good point. Make it a priority to uplift the voices of younger team members on your team.
- A thumbs up emoji 👍 is more formal than you think - Gen Zers are more independent and require less validation than their older counterparts. According to a LinkedIn Learning survey, 43% of Gen Zs prefer “a fully self-directed and independent approach” in comparison to a traditional hands-on approach from managers. Considering much of this generation grew up during the rise of remote work and school, their ability to thrive in a solo setting makes sense. On Slack for Gen Zers, a thumbs up emoji 👍 means they are on the task you mentioned or understand what you said. Think of it as a written confirmation of receipt. Try to avoid unnecessary follow ups on an item if they’ve already sent a thumbs up. Gen Zers value independent working and your trust in their ability to execute solo is important; a testament to the importance of not micromanaging this group.
- Build a positive culture in small, intimate working team channels (i.e. private channels) - The same 2022 Deloitte survey cites that Gen Zers respond well to small working teams, communities and one-on-one check-ins. For this group, building rapport online is done best in small, intimate digital spaces such as private channels on Slack and DMs. Cultivate a culture of playful curiosity in private team channels where team members feel heard, are empowered to ask questions and can share memes to build trust and psychological safety with their coworkers
- Understand your own communication style on Slack - Embracing a posture of non-judgmental self-awareness is a critical skill to master for any good manager. Understanding your own bias, preferences and behaviors will help you better recognize your own communication styles on Slack. Check how frequently you may be sending after hours messages or unintentionally chasing team members about deliverables on a public channel. You could be unintentionally isolating or stressing out team members. Knowing the way you communicate and recognizing possible missteps on Slack can help avoid possible misunderstandings (and burnout) within your team.
Since the widespread proliferation of remote work, Slack has become a holy grail of workplace collaboration. At its face, the tool is a huge asset for any remote workforce. Never before have teams been so readily accessible for intermittent questions, client asks, or impromptu team “huddles.” The platform has become a close alternative to email. It has also been a fantastic resource for those looking to build trust with remote colleagues when in-person banter isn’t possible. But when managing digitally native talent like Gen Zers in a hybrid or remote-first setting, it’s valuable to understand what motivates this group, their preferences and how you can set them up for success on a team.
As age diversity across organizations continues to expand, managers will need to be flexible in the way they approach varied communication styles of all team members to ensure that everyone's perspectives are heard and considered. By prioritizing communication and taking time to understand the nuances of intergenerational communication, managers can help their teams avoid miscommunication and work together effectively to achieve their goals.
