Generations can’t agree on workplace slang

New research shows that some employees want firm limits on workplace slang – just not theirs.

Eighty-six per cent of Australian workers use slang in the workplace, according to new research from people2people Recruitment. A poll of working Baby Boomers (1946–1964), Gen X (1965–1980), Millennials (1981–1996) and Gen Z (1997–2010) has revealed that certain trends follow generation stereotypes, while others sit at surprising ends of the slang spectrum.

A strong majority, 84 per cent, agree that slang has a place in the work environment. Of this proportion, half believe it is always fine to use, and the rest prefer it stays in team communication.

In line with this opinion, 66 per cent believe slang should be limited when speaking with customers or clients.

Some trends according to age emerged. Overall, four in 10 workers believe slang can be used to connect with younger staff, but for Millennials and Gen Z exclusively, this grew to over half. As would be expected, this fell to 36 per cent for Gen X and 28 per cent for Baby Boomers.

However, while eyes often fall on Gen Z when looking at slang, Baby Boomers are the highest users of workplace slang, a strong 86 per cent. Gen X was a close second at 85 per cent, and Millennials and Gen Z sat at a collective 82 per cent.

And with one in three Australian workers believing younger employees should limit slang at work, this does prove one age-old theory correct: younger generations often face the most criticism for trends or practices that emerged long before they were born. Perhaps the blame falls on the age of the internet for developing, potentially, less legible slang that is more isolating to older employees.

Suhini Wijayasinghe, head of HR solutions at people2people, stated that “ensuring communication fits your brand and values” is more important than restricting all slang.

She said: “It’s less about whether slang is used, and more about what kind of slang.”

As with most moderate workplace disagreements, outright bans would most likely cause more issues than they currently pose. Wijayasinghe suggested leaving it to appropriate personal discretion while placing inclusive guidelines. This included reading the room, keeping the environment inclusive, aligning rules with brand tone, fostering understanding and balancing personality with professionalism.

She said: “An inclusive workplace culture, one that respects professional standards but also welcomes [generational] expression, creates stronger engagement and connection across teams.”