Young people who "want to engage more but can't take that step." The current state of workplace communication where people pass each other by.

Dentsu Inc. Youth Research Department (hereafter Dentsu Inc. Wakamon) conducted its first large-scale survey in two years, focusing primarily on high school students, university students, and young professionals in their first to third years of employment (survey overview at here ). Based on these results, we created the "Youth Insight Knowledge 2025" to uncover the values of young people. (For inquiries, here )

In the first installment of this series explored the behavioral value spreading among young people to "avoid emotional contamination," and the underlying desire to "connect authentically = return to human connection." However, isn't the workplace—with its intergenerational relationships—the place where this desire for authentic connection is hardest to realize?

"I'm worried about what might be considered harassment, so I don't know what to say to juniors."
"Seniors are probably busy with work and family, so if I mess up or cause trouble, they'll probably dislike me."

Both veteran seniors and junior colleagues, each overly cautious, end up unable to speak their true feelings, only widening the distance between them.

Yet, looking at the results of the Dentsu Inc. Wakamon survey, it became clear that these feelings were simply passing each other by. Many seniors and juniors alike actually wished they could connect more deeply. This time, we'll share insights from the survey titled "The Unspoken Truths of Seniors and Juniors Passing Each Other By" and offer hints for updating workplace communication.

Junior Staff Want More Guidance: The Misalignment of Restraint and Anxiety

"I don't know how to guide juniors"
"I'm worried it might be seen as harassment"

Many of you have probably felt this way when interacting with younger colleagues at work. Being mindful of harassment is crucial for building relationships. In fact, 45.9% of seniors—nearly half—said, "I avoid giving guidance as much as possible because I'm afraid it might become harassment." This likely reflects a unique atmosphere in modern workplaces: even when you genuinely want to help someone, the fear of "what if I step on a landmine..." takes precedence.

But on the other hand, do juniors truly dislike receiving guidance? Dentsu Inc. Wakamon's survey found that 42.4% of juniors feel they aren't receiving necessary guidance because seniors are overly cautious about avoiding harassment.

Furthermore, 68.8% responded that they "want to learn more about life lessons and knowledge from seniors as mentors." This reflects a desire not just for job-specific know-how, but to "learn more about worlds they don't know from seniors" and "grow as people by learning from seniors' experiences."

Private topics are similar. While many seniors might think, "Young people today probably dislike hearing about marriage, right?", the survey shows that 65.3% of young employees actually responded, "I'd like to learn more about insights and lessons related to dating, marriage, and raising children." In other words, a significant number of juniors are open to such topics if they are presented within a "context of learning," not just as casual chit-chat.

So why is there such a disconnect between these two perspectives? The underlying reasons are seniors' "excessive harassment concerns" and juniors' "desire to avoid emotional contamination (not wanting to burden others emotionally by relying on them)."

Looking at the junior employees' data, 58.8% feel "I don't want to burden kind seniors or bosses, so it's hard to rely on them." They want to ask for help, but fear causing trouble prevents them from doing so. If seniors and bosses also feel "it's safer not to touch on it," distance naturally grows. This quiet misalignment of hesitation and anxiety may be quietly emerging throughout the workplace.

It's not that they dislike drinking parties themselves. What matters is the relationship value.

"Young people these days won't come even if you invite them to drinking parties."
"It's stressful just to invite them in the first place."

Many seniors probably feel this way. However, a survey by Dentsu Inc. revealed a different perspective from juniors.

For example, 64.8% of juniors responded, "I'd like to go to meals or drinking parties more often if it's with a senior or boss I get along with." This means they aren't avoiding drinking parties themselves; they prioritize "who they go with." They actually want to engage more actively if it's with people they feel comfortable with. However, the reason they can't take that step forward is likely due to this structure of misunderstanding.

70.6% of juniors stated, "I think they're busy with work or family, so I find it hard to invite them to meals or drinks myself." Furthermore, 60.5% answered, "Even if invited, I think it's just polite talk." In other words, many young people feel, "(If it's a senior or boss I want to build a closer relationship with) I actually want to go, but I can't honestly invite them/accept their invitation."

On the other hand, looking at the seniors, 58.9% felt "I would be happy if juniors invited me to meals or gatherings." Furthermore, 71.0% also thought "(Juniors) probably don't really want to go to workplace meals or gatherings." This reveals that seniors also face a barrier of conflict and preconceptions: they want to close the distance but fear being disliked.

Junior employees hold back, hesitant to extend invitations, while seniors assume "young people these days might dislike being invited." This mutual consideration, born of consideration for each other, ultimately creates distance.

Workplace meals and drinks aren't just social events; they can be opportunities to build trust. However, today's younger employees don't necessarily want to build that kind of relationship with just anyone in the same workplace. They only take that first step when they think, "I'd like to get to know this person" or "I'd like to hear more from them."

Not everyone dislikes workplace dinners or drinks. They simply haven't built a relationship strong enough to want to attend.

Extreme anxiety about failure and asking for help. To build that relationship

"I don't want to burden my always kind senior colleague any more, so it's hard to ask for help."
"I want to get closer, but it feels wrong to invite a busy senior out for meals or drinks."

Dentsu Inc. believes the underlying fear behind these young voices is a dread of "emotional contamination" – the worry that expressing feelings might taint the other person's emotions. (For details on emotional contamination, see this article )

This extreme avoidance of causing trouble or needing someone to cover for them stems from young people feeling they "might be discarded if they fail. "

Indeed, 64.0% of juniors responded that they "feel they might disappoint or be discarded if they fail." This indicates that a sense of security – that "they will be supported even if they fail" or "they will be given multiple chances to learn" – is not sufficiently ingrained in the workplace.

Faced with this situation, how should we engage with young people? To put it simply, it's crucial to gradually build relationships where young employees genuinely feel they can rely on others, day by day. For example, regarding how juniors feel about seniors and supervisors, the following survey results exist.

What these data reveal is that juniors hold the attitude: "I want to build a proper relationship with a senior or supervisor I can trust." In other words, it is only after trust has been built that the security for deeper conversations and consultations emerges.

Relationships aren't built overnight. It's the everyday small talk, casual conversations, and shared experiences that form the foundation of trust. For instance,

• "That document turned out great, didn't it?" – sharing a simple compliment

• Casually asking, "Want to grab a drink together?"

• Before a meeting, asking, "Have you seen that movie?"

It's the accumulation of these small actions that gradually fosters the feeling, "Maybe I can rely on this person."

As mentioned in the first article, young people seek "a return to human connection = relationships built on genuine, honest communication." However, this can only be realized when there is a "safe environment" to support it. That's precisely why what seniors can do isn't to suddenly push boundaries, but rather to carefully cultivate relationships in everyday interactions where juniors feel "it's okay to rely on them" and "it's okay to make mistakes."

Of course, seniors may feel cautious, worrying, "What if this becomes harassment?" or "I don't know how much I should get involved." But rather than avoiding everything, it might be important to shift perspective slightly: "They might be open to hearing advice that helps them learn," or "Maybe they just don't know how to ask for help."

That said, the inability to build approachable relationships isn't solely the responsibility of seniors or supervisors. According to a Dentsu Inc. Wakamon survey, 63.9% of senior employees stated, "I wish juniors would feel free to rely on me more when they have worries or anxieties." In other words , many seniors actually feel lonely because juniors hold back from reaching out. I hope juniors won't fear failure or causing trouble excessively. When they think, "I want someone to listen to my worries, even if it might be a burden," or "I have concerns I want to discuss outside of work," I encourage them to take that step forward.

It's a shame when both sides miss valuable opportunities to build trust because they hold back too much, thinking "they should understand without me saying" or "I don't want to make them feel uncomfortable." Dentsu Inc. Wakamon believes that small gestures—small words, small requests, small acts of support—accumulate to create genuine connections across generations.

Beyond the data presented here, "The True Feelings of Seniors and Juniors Who Miss Each Other" compiles extensive data and insights. If you're interested, please feel free to contact us. (※For inquiries, here )

[Survey Overview]
Survey Name: Young People Survey
Research Organization: Dentsu Macromill Insight, Inc.
Survey Period: December 2024
Survey Method: Internet survey
Survey Area: Nationwide
Survey Population/Sample: Unmarried males and females aged 15-46 (high school students and above) - 2000 ss (equally divided by gender for each segment below)
(Breakdown) High school students: 400 respondents / College students: 400 respondents / Working adults (1-3 years of experience): 400 respondents / Working adults (4-10 years of experience): 500 respondents / Working adults (11-20 years of experience): 300 respondents
 
*To extract the above sample, a screening survey was conducted targeting general men and women aged 15–69 (high school students and above, regardless of marital status or occupation). Based on the results, 10,000 respondents were selected according to population composition ratios and used separately for analysis.