By Jordi Cabanas-Danés (a millennial)
A generation is long enough to shape the world and to influence the way we see it in profoundly different ways. Instead of learning from each generation, we often take a defensive approach to the one we belong to. Older generations, for instance, tend to view the past as “a better time”, while younger generations generally see the present as a linear improvement on all fronts. But is that truly the case? Why not learn from each generation, rather than defending an arbitrary time period?
This tendency to defend certain periods may stem from a need for acceptance. We must accept our shortcomings when it comes to new technological approaches or trends, and acceptance that the past, while more focused on collective values, allowed for simpler, less individualistic lifestyles.
Generational shifts in academia
This generational divide is also present in academia, where shifting demographics influence how PhD candidates approach their PhD trajectories and their supervisory needs. For example, the majority of PhD candidates at Amsterdam UMC are Millennials (about 75% of all current active PhD candidates), with a small group from the Generation X and Boomers (5%). However, candidates from Generation Z (Gen Zers) now make up about 20% and are steadily increasing, bringing their unique perspective to what a PhD experience means and how to navigate it. Their approach is often influenced by digital culture, which shows in a more informal and direct communication style. In this blog, I’ll explore how elements of the Gen Z slang, can foster a healthy PhD environment and culture of well-being, where candidates can thrive both personally and academically. I also hope these insights will encourage mentors or supervisors, likely from older generations, to better connect with and support the new generation of researchers.
Gen Z communication in the PhD context
Digital culture shapes how Gen Zers communicate, often inspired by the meme universe and the informal nature of online interactions. Generally, this generation favors a more relaxed tone, even in professional settings, and often blurs the line between work and personal life. Interestingly, many of their terms focus on excelling or achieving in impressive ways. For instance, words like lit (exciting or excellent), slay (to impress someone very much or to be very good or impressive) or GOAT (Greatest Of All Times) are often used to describe individuals or situations that stand out. Just as slaying means excelling, creating an academic environment that slays would mean one that promotes excellence through well-being.
In the Dutch context, Gen Z slang like sick (awesome) and chill (cool) reflects the desire for positive and relaxed experiences, free from unnecessary formality or stiffness. This approach can sometimes clash with how their Boomer, Gen X or even Millennial mentors or supervisors envision the professional academic environment. For Gen Zers, creating a chill PhD journey means prioritizing social safety and mental health. When these elements come first, they not only enhance work quality but also improve the overall experience and not the other way around.
The importance of a “vibe check”
You are busy, I get it, but what if you took a moment to stop and do a regular vibe check? For Gen Zers, a vibe check goes beyond simply feeling good; it’s a way to measure the atmosphere around. Whether that’s in the research group, during a seminar, or even in their daily life, regularly performing a vibe check can help identify if you're feeling overwhelmed or isolated and determine if your academic environment is supportive and ask for help. Encourage fellow PhD candidates to engage in these vibe checks, whether through casual coffee catch-ups or structured discussions, can foster a proactive approach to feeling better and propose improvement points.
“No Cap” about challenges
As we discussed earlier in Blog 27: Embracing failure on the path to success, academia often hides struggles, choosing to present only success stories. It’s about time for a no cap approach!, Gen Z slang for “no lie” or “for real”. Let’s be honest about the realities of doing a PhD. Sometimes, it can be hard or you might struggle. If we encourage being no cap about challenges, we can help normalize and break down stigmas around mental health in academia and foster a more supportive atmosphere to make the journey a bit more manageable. Chances are, your colleague and even your supervisors have felt the same way at times. Finally, creating a culture where it’s okay to be real about and express concerns or highlight positives can significantly enhance social safety and help candidates feel less isolated and develop a greater sense of belonging. In Gen Z terms, creating a squad where everyone feels seen, heard and supported.
So, how can we each bridge generational gaps in our own professional environments? Creating an open, collaborative space can help us learn from each other, making academia a place where everyone thrives.
Do you recognize yourself in this article? The PhD advisors are here for you. Get in touch with us for a consultation (phdadvisor@amsterdamumc.nl).