Finding it hard to understand the casual slang of the Gen Z interns and associates are you firm? Or is the old-school email and phone style of the Boomers at your office slowing things down?

A survey from Law.com tried to understand the issue, asking employees across 81 firms if intergenerational communication is hindering operations.

Nearly 55% of respondents said that "different generations' communication style" was hindering their firm's ability to operate effectively and/or achieved a desired outcome.

Similarly, above 56% said that they were offended by the way a different generation communicates.

And workplace aggression also stood out as an issue. About two-thirds of respondents have said a superior has yelled at them in the workplace, with almost 77% agreeing that yelling is never appropriate in the office.

So, what's to be done to solve these intergenerational tensions?

"Virtual mentorship sessions—including reverse mentorships, where a less experienced employee mentors a more senior one—can help expose team members to different perspectives," Andrey Khusid, CEO of Miro, wrote in Fast Company. "Employee resource groups (ERGs) and affiliation groups are another way to connect people across generations, highlighting the strengths of each."

"Most of the evidence for generational differences in preferences and values suggests that differences between these groups are quite small," notes the Harvard Business Review. In fact, a meta-analysis of 20 different studies found that, "although individual people may experience changes in their needs, interests, preferences, and strengths over the course of their careers, sweeping group differences depending on age or generation alone don’t seem to be supported."

Verdict

Longer career spans, diversity of hires, and even remote work have all contributed to varying communication styles at the office. It's key for a firm's culture and efficacy to acknowledge these differences and work to bridge them.