In conversations with our clients, there’s a recurring theme that surfaces time and again: the struggle to bridge the generational gap, particularly with Gen Z and Millennials in recruitment and the broader workplace.
Younger employees are sidestepping the traditional dance of small talk in job interviews and everyday office interactions, opting instead for something much more profound – ‘big talk’.
The trend, which is gaining traction according to insights from Pinterest, is about diving into the depths from the get-go, embracing vulnerability to foster meaningful connections. It’s a shift that has been particularly embraced by those in their twenties and thirties, with searches for ‘deep conversation starters’ and ’emotional intimacy’ skyrocketing.
But why the move away from asking about the weather or how someone’s weekend was? It seems the pandemic may have played a role, curtailing social opportunities and thus, perhaps, the aptitude for small talk among the young. As a result, the preference has shifted towards conversations that cut to the heart of matters, facilitating a rapid and authentic connection.
For instance, instead of the perfunctory “How are you?” the ‘big talk’ approach might be “How are you feeling?” It’s a subtle tweak in language that opens up a whole new avenue of discourse.
“How has your week been?” becomes “What has worked well for you this week?” and “Have you had a tough week?” transforms into “What do you need help with?”
It’s not about the factual recitation of one’s schedule but about sharing experiences and support.
This move towards ‘big talk’ signifies a profound change in workplace dynamics and culture. It reflects a generation’s desire for meaningful engagement and a yearning to be heard, to discuss not just what is happening, but how it feels, what it means, and why it matters. This aligns with Martin Seligman’s PERMA model of happiness, which states that purpose and meaning are critical to wellbeing.
And it’s not without scientific backing – talking about passions and opinions can trigger the release of feel-good hormones like dopamine and oxytocin, boosting happiness and overall wellbeing.
The pandemic’s effect on Gen Z’s work communication has been considerable. The typical rites of passage into the workforce – the face-to-face meetings, the watercooler moments – were replaced by screens and virtual interfaces. This generation was deprived of certain traditional socialising opportunities, which may have intensified their preference for depth over banality in conversation.
This need for substantial interaction is not a random blip but part of a broader trend that echoes through their social media habits. The Gen Z ethos values authenticity, a sense of community, and a raw, unfiltered approach to life and conversation. They engage in ‘creator culture’, which is rich with humour and candid discussions, often around topics that are unpolished and real.
Bringing these expectations into a multigenerational workplace isn’t without its challenges. It’s about creating a ‘salad bowl’ of a team where diverse perspectives are not just thrown together but are valued for their unique contributions.
Young people today crave discussions that have substance. They are highly informed, thanks to their constant engagement with a wide array of content on social media. Their minds are awhirl with ideas and concepts that they’re eager to explore and discuss – and it’s from these discussions that they derive excitement and satisfaction.
So, as business owners and managers, how do we adapt to this shift? It starts with listening and allowing space for these richer dialogues to take place. It’s about recognising that the ‘big talk’ approach isn’t just a phase but a new norm in how emerging talent communicates and connects. Getting comfortable with a deeper, more meaningful conversation is key, for some managers talking about feelings is challenging and they metaphorically “run a mile” from that type of conversation with colleagues, let alone opening up and sharing themselves to build a deeper relationship.
By embracing this change, we can foster a workplace that not only resonates with our younger employees but also becomes more vibrant and dynamic for all.
Holly Mapstone is an HR expert and specialises in helping those of you in the SME sector with all of your HR needs.
Consultancy allows Holly to be agile and to adapt her style and support to suit the needs of her clients. Building strong working relationships allows Holly to deliver improvements, while also aligning people strategy to business outcomes and promoting resilient and positive cultures.
Need Advice?
If you need a hand with any of this, or anything else when it comes to the people and practices in your business, we’d love to help. We are always happy to debate the pros/cons, dos/don’ts with you so please do talk to us if we can help in any way, we are here to support you. Just give us a call and arrange a free consultation. You can talk to Alison directly on 07967 221595 or email info@enlightenhr.com
