Gen Z in the Workplace: A Perspective to Bridge the Generation Gap and Foster Collaboration.
As the oldest members of Gen Z enter the workforce,
employers are faced with a new generation of employees who bring their own set
of personality traits, expectations, and perceptions. Gen Z is differentiated
by several personality traits that distinguish them from previous generations. E.g.
They are known for being ambitious,
entrepreneurial, and tech-savvy. They are also more diverse and socially
conscious than previous generations, and they value authenticity and
transparency in their relationships with others.
One of the defining characteristics of Gen Z is their
entrepreneurial spirit. They have grown up in an age where startups and
entrepreneurship are highly valued, and many of them have started their own businesses
or pursued “moonlighting “while still in school. This mindset translates to the
workplace, where Gen Z employees are not content to simply follow orders and
climb the corporate ladder. They are looking for opportunities to take on purposeful
projects, make a real impact, and be themselves.
Gen Z is defined by their unwavering commitment to
diversity, equity, and inclusion (DEI). Unlike previous generations, they view
it as an integral part of their way of life. My son, for instance, astounds me
with his enlightened perspective on the matter. He believes that every
individual has the right to be whoever they choose to be, regardless of their
sexual preferences or orientation. He is completely unfazed by sharing a hostel
room or flat with someone who is different from him because, at the end of the
day, they are all just human beings. This is a profoundly correct statement and
a testament to the Gen Z worldview.
In terms of expectations, Gen Z values opportunities for growth and development, feedback and recognition, and work-life balance. They are also more impatient and have many job options, so employers must work hard to retain their talent. For example, one Gen Z employee shared that she left a job after only a few months despite not having an offer in hand because she felt like she wasn't being challenged enough and wasn't learning anything new. This can shock previous generations as they believed in job security and not quitting before having an offer in hand. However, Gen Z has many options to earn a livelihood besides a corporate job and they know it which at times surprises previous generations. Now imagine this Gen Z going back home and Gen X parents reaction when told she has quit her job without having a job in hand? Visualize the scenario and I will leave you with that thought.
Gen Z also has a unique perspective on the world of work, shaped by their experiences and values. They are not as worried about job security as previous generations, and they are more open to sharing information about salaries and other compensation. They also value purpose and meaning in their work, and they want to make a difference in the world. For example, a Gen Z employee shared that she was drawn to her current job because the company's mission aligned with her values, and she felt like she could make a real difference in her role.
Most of Gen Z joined workforce during pandemic and became
comfortable working in remote and hybrid workplaces. They experienced virtual
interactions with no physical connect. This led to communication only over – emails,
chats and some F2F virtual meets (with little or no real emotional connect). To
explain this better, while working remotely each interaction is transactional
and they can move to next without dealing with in person emotions but in person
interactions in workplace may make them uncomfortable as they are not used to
it and find texting as a better alternative.
While Gen Z brings many strengths to the workplace, they also face their own set of challenges. For example, they are more prone to anxiety and stress than previous generations, and they may struggle with traditional management styles. They have anxiety because they have FOMO (Fear of missing out) and hence, their need to always stay connected. They also have high expectations for their employers and may become disengaged if those expectations are not met.
To effectively manage Gen Z, employers must approach them with empathy and understanding. One Gen X manager shared that she realized she couldn't manage Gen Z employees the same way she managed her own generation. She had to learn to be more flexible, provide more frequent feedback, and create a culture of openness and transparency. By doing so, she was able to retain her Gen Z employees and help them grow and develop in their roles.
In addition to empathy and understanding, employers can take concrete steps to support Gen Z employees. For example, offering flexible work arrangements, such as remote work options, can help Gen Z employees achieve a better work-life balance. Providing opportunities for growth and development, such as training and mentorship programs, can help Gen Z employees feel valued and invested in their roles. And creating a culture of purpose and meaning, such as by aligning the company's mission with Gen Z's values, can help them feel like they are making a real difference in the world.
I am sharing quick tips on how previous generations like Gen
X & earlier who raised Gen Z can become effective in managing Gen Z. The
beginning is with “Man in the Mirror “and many of us can relate to it:
- Leading by example and hiring the right employees is key to managing Gen-Z workers effectively.
- Leaders must follow humane leadership style which is a sum of being - authentic , adaptable & empathetic
- Understanding and meeting Gen-Z employees' needs and demands is crucial to avoid high turnover.
- Providing growth opportunities and reverse mentoring can keep Gen-Z employees engaged.
- Leverage Gen-Z's desire for change to drive strategic and cultural change.
- Focus on the individual and what motivates and inspires them to keep the team moving forward.
- Be open to learning from Gen-Z, who bring a distinct comfort and ease with technology.
- Walk the culture talk and establish a safe work culture to retain Gen-Z workers.
- Lead with humanity, purpose, and sense-making to appeal to Gen-Z's values and needs.
- Invest early in preparing Gen-Z workers for purpose-driven leadership and hybrid work environments.
- Foster a supportive environment that meets Gen-Z's requirements to build trust and retain talent.
- Understand that work is part of life and adapt employee benefits and focus on purpose and impact.
- Set clear expectations and have regular check-ins to manage Gen-Z workers through outcomes.
- Be flexible in management style and develop workplace cultures that support ownership and belonging.
- Promote open communication to align Gen-Z workers with the company's purpose and values.
In conclusion, managing Gen Z effectively requires an
understanding of their unique personality traits, expectations, perceptions,
and challenges. By approaching them with empathy and understanding, and
creating a culture of openness, transparency, and opportunity, employers can
retain Gen Z employees and support their long-term career success.
References
- Forbes Coaches Council
- Podcast: Simon Sinek in discussion with Jonah & David Stillman
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