Can you share the top 5 tips for unspoken rules to improve generational workplace communication across generations and expand upon them?

Ask for clarification: Don't assume shared meaning. A simple "Can you help me understand what you mean by that?" goes a long way.
Define success together: Swap vague terms for specific examples and metrics.
Respect communication styles: Some prefer direct feedback, others need context. Ask how team members like to receive information. Feedback isn’t one-size-fits-all.
Create psychological safety: Normalize questions about workplace expectations, without judgment.
Document unwritten rules: Turn implicit expectations into explicit guidelines that everyone can reference.

Here is another way to look at it:

Lead with curiosity, not judgement: Assume good intent, ask curious questions. Miscommunication is rarely malicious.
Clarify the context, not just the content. If a Gen Z employee Slacks a quick update that feels too casual to an older manager, a quick “here’s why this matters” helps translate intent.
Normalize consistent feedback loops. Don’t save feedback for performance reviews. Normalize short, consistent feedback loops to make course correction less intimidating for everyone involved. Regular feedback demonstrates ongoing investment in employee development and shows Gen Z employees that you genuinely care about their growth. Feedback isn’t one-size-fits-all. Regardless of generational differences, it needs to be tailored in a way that will be heard. I’ve found that Many Gen Z workers thrive on real-time feedback and transparency, whereas older generations were raised on a “no news is good news” model. The disconnect? What one side sees as respectful autonomy, the other experiences as abandonment.
Codify cultural expectations as clear guardrails: Successful organizations explicitly name their norms and are consistent with them. Whether establishing boundaries like, “we don’t expect responses after 6pm,” or setting meeting expectations such as, “cameras are optional unless otherwise specified,” codifying cultural expectations creates clear guardrails that allow adults to operate autonomously. I often say to my team, “treat people like adults, but you can’t expect people to be part of the team if they don’t know the rules.” For example, as someone who is personally a morning person and does my best thinking when everyone else is usually asleep, I clearly communicate to my teams that I don't expect responses to early morning messages, and I consistently abide by that boundary.
Prioritize personal connection over performance: Rather than implementing blanket communications policies, ask team members directly, “What does great communication look like for you? What do you need to do your best work?” Then actually listen.

How can companies create communication policies that work for both digital-native Gen Z employees and more traditional communicators from older generations without alienating either group?

Instant Insights /

Bridging the Gen Z communication gap: A Q&A with Jeri Doris

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