Difficulty Communicating with New Young Hires

At the Rural Policy Forum, leaders across sectors spoke about the challenge of finding young employees who meet their expectations for communication skills.

I believe that one reason for this is a generational gap—a lack of mutual understanding shaped by differing experiences and expectations about communication. The landscape of interaction has transformed dramatically, even within the span of my own career.

Consider a typical scenario: a manager in their fifties managing a twenty-year-old employee. This 30-year age difference encompasses vast changes in communication methods, especially with the advent of technology.

The norms and expectations of what constitutes "reasonable communication" have shifted significantly. Managers often hold preconceived notions about communication skills based on their experiences. Traditional skills such as answering the phone politely or writing formal responses are still valued but may not align with the communication methods familiar to younger generations, who often rely heavily on text messaging and short-form video platforms like TikTok and Snapchat.

I remember receiving a frustrated phone call from a supervisor at a school when I was an AmeriCorps Program Director. She complained that the AmeriCorps member "didn't even know how to answer a phone". When we dug a little deeper, we realized that the school had a multi-line phone system and you had to dial 9 to get an outside line. What seemed like a very basic skill for the office manager who had spent decades using this technology, what actually an advanced and rare skill for a modern worker.

In my first "big girl" job, I remember breaking out in a cold sweat trying to fax something. Who faxes anymore?! I had certainly never used a fax machine in high school or college but suddenly I was expected to just know to how do it. I can still remember my manager letting out an exasperated sigh when she realized I had no idea what I was doing.

This discrepancy it what is consider "basic communication skills" can lead to a perception that young workers lack necessary skills when, in reality, they simply communicate differently or have a different experience with technology. These new forms of communication, like the growth in short-form video and voice memos, represent a fundamental shift in how information is processed and shared. Young employees often excel in these arenas, bringing valuable skills to the table that can greatly benefit an organization, especially one looking to engage with younger audiences.

To bridge this gap, employers should:

1) Clarify their communication expectations - setting a clear framework for what effective communication looks like within their organization. It's crucial not to assume that new hires understand these norms instinctively. Instead, provide them with the context and training needed to succeed.

2) Employers should embrace a growth mindset—considering the strengths young employees bring and how these can be integrated into current practices. For instance, someone adept at producing engaging short-form videos could offer insights into new marketing strategies or customer engagement techniques.

3) Foster an environment of ongoing dialogue. Open communication allows for continuous learning and adaptation on both sides. By maintaining this dialogue, organizations can evolve their communication strategies to be more inclusive and effective, ensuring that both seasoned and new team members feel valued and understood.

Employers willing to challenge their assumptions and learn from younger colleagues can transform potential communication barriers into opportunities for innovation and growth. By recognizing and integrating the diverse skills each generation offers, businesses can enhance their adaptability and appeal in a rapidly changing world.

Then we call all agree that fax machines are outdated and terrible and we can re-enact the scene from Office Space where we all bond by smashing it into a thousand pieces.