3 Things Employers Get Wrong About Gen Z; Plus: We Reveal Some Mental Hacks to Improve Your Decision Making

Welcome to the latest edition of A Spark of Optimism! In this issue, we're tackling a topic that's sparking conversations in workplaces everywhere: What's the deal with Gen Z? Plus, we're offering some psychology-backed tips to enhance your decision-making skills. Happy August!

3 Things Employers Get Wrong About Gen Z

Move over Boomers, 'cause Gen Z is taking over at the office.?

Well, in numbers at least. That’s according to a study from Glassdoor, which predicts that Gen Z is expected to overtake baby boomers in the workforce by the end of 2024.?

For those who aren’t aware, Gen Z consists of individuals born roughly between 1997 and 2012. This generation is the first true group of digital natives, having been raised in the era of smartphones and social media, which significantly influences their communication habits, workplace expectations, and professional behavior.

As such, they are a gifted generation of new workers with inherent technical skills and a lot of creative ideas. They are passionate about what they believe in, are eager to take action to better their future, and they foster healthy doses of both realism and idealism… So why is it that they seem to be the communal punching bag for all the generations before them?

With some help from Dr. Mary Donohue and her class, “Managing an Intergenerational Team,” we’ve decided to take a closer look at Gen Z in the professional space, why they often get a bad rap, and how we can all work together in a more collaborative and supportive way.

Here are three common things we all say—and get wrong—about our most tech-savvy generation:

What People Say: “Gen Z is too technology-dependent and is always attached to their phones.”

We’ve all heard someone complain about how Gen Z cannot function without technology at their fingertips, usually grumbling about how “they are always glued to their devices.”

It’s easy to see why this assumption exists, as Gen Z has grown up with the internet and digital communication tools integral to their daily lives. However, labeling them as overly dependent on technology overlooks their ability to leverage these tools effectively for multitasking and efficient communication.

As Dr. Mary points out: “They’re visual, kinesthetic learners—they tend to use words that are grounded in the senses, words that really engage like ‘see, feel, look,’ This learning style makes them an asset in the office.”?

In other words, we should embrace their tech-savviness in the workplace by integrating modern communication tools that align with their proficiency. This not only plays to their strengths, it will also probably boost your offices operations and systems as a whole to be more efficient and less hands on.

What People Say: “Their communication skills are unprofessional.”

While it’s generally true that Gen Z prefers texting and social media, it does not mean that they lack the ability to engage in professional, formal communication.

As we’ve already established, they grew up in a technological age. With that age came the access to nearly instantaneous information, so it’s only natural that Gen Z favors concise and rapid communication forms. However, it doesn’t necessarily mean they’re incapable of formal interactions.?

They may not prefer traditional methods, but they can adapt when the context requires.

At the end of the day, it is up to the employers to set expectations. Dr. Donohue says, “On your onboarding, you’re going to want to ensure that you talk about what your rules are for answering the phone, what your rules are for voice.”?

Providing clear guidelines and training on professional communication standards helps bridge the gap. It’s about helping them understand when and how to use different communication styles effectively.

What People Say: “They never want to engage.”

In-person meetings and phone conversations—apparently, Gen Z hates them??

This assumption often stems from their comfort with digital platforms. However, it’s not an aversion to personal interaction but rather a reflection of their environment and the communication evolution they’ve grown up with.

“This generation is hungry for learning,” says Dr. Mary, suggesting that Gen Z is open to developing new skills, including face-to-face communication. Incorporating more interactive and engaging methods such as video calls or in-person meetings can help them develop these essential skills. Encouraging a culture of open communication and mentorship can also provide them with opportunities to practice and improve their interpersonal interactions.

While we acknowledge that adapting and expectations is best when met both ways, it often feels as though it’s always the people in authority thinking the adjustments needing to be made are the sole undertaking of the younger generation. But think about the first job you ever started at. Did you know everything going in? Of course not, but with a little guidance and some time, you were able to adapt and eventually, find what it took to thrive in your position.?

Understanding Gen Z’s unique characteristics and communication preferences is crucial in today’s diverse workplace. By debunking common assumptions and adapting workplace practices to meet their strengths, organizations can foster a more inclusive and productive environment. For more, check out The Optimism Library. (Also, FWIW: Our library is currently 30% off as part of our sitewide summer sale. You can check that out here.)?

4 Ways to Make Better Decisions

On average, adult human beings make 35,000 conscious decisions every day, each influenced by our perceptions and biases. Navigating this vast sea of choices, where the distinction between wisdom and folly often blurs, calls for expert guidance. Enter Dr. Justyna Kucharska, a renowned psychologist with deep expertise in neuroscience and psychology.

In her class, “The Art of Decision Making,” Dr. Kucharska takes us on a journey through the intricate workings of our minds, helping us understand the roots of our decision-making challenges. With her insights, we’re equipped to hone our ability to make smarter, more informed choices. What’s more, she exposes the hidden influences and subtle biases that can derail us, offering practical strategies to enhance our decision-making skills.

That’s right: Our brains often work against us. “Cognitive biases are simplifying strategies your brain uses,” explains Dr. Kucharska. “We all know that life is complicated, and information that we receive from the world is complex. And oftentimes, It’s really difficult to deal with it. So we need simplifying strategies that would allow us to deal with the complexity of information in life. That’s where these biases come into play.”

Recognizing our mental shortcuts is the first step toward making wiser choices. Let’s dive into four common cognitive biases that often lead us astray and explore practical advice on how to counteract them:

1. Confirmation Bias

We’ve all felt the wave of satisfaction when we get to say “I told you so!” But as it turns out, we crave that satisfaction because of a little thing called confirmation bias, which skews our reality. Confirmation bias prompts us to favor information that aligns with our existing beliefs, leading us to discount evidence that contradicts them.

For instance, if we believe that we’re always ineffective in our presentations, our brains will focus on the disengaged audience members the next time we present, confirming our belief that “we always mess up our presentations; no one was engaged.”

Here’s How to Beat It:

To counteract this bias, Dr. Kucharska suggests we call it out. By stepping back from our feelings and labeling our thoughts as biased, we can reopen our minds to other perspectives. “Confirmation bias means you’re likely to remember the disengaged faces while ignoring the interested ones,” she says. “Actively seek feedback to challenge your initial perceptions.”

This practice helps broaden our view, making our decision-making process more balanced and less subjective.

2. Sunk Cost Fallacy

The sunk cost fallacy occurs when we continue down a path that’s clearly not yielding results, simply because we’ve already invested heavily in it. For example, if we’ve ever thought, “I’ve already spent four years in this job I dislike, might as well stick it out,” we’ve fallen victim to the sunk cost fallacy.

Here’s How to Beat It:

The way out of the sunk cost fallacy is similar to the way out of confirmation bias: recognition. “Recognizing a bad investment is crucial—don’t let past investments dictate your future decisions,” says Dr. Kucharska. This can be aided by making pros and cons lists, talking through our concerns with supportive friends, or seeking advice from trusted coworkers.

Think of our happiness as the ultimate investment. If four years in a job isn’t fulfilling, it’s time to explore new opportunities that align with our career goals and invest in our quality of life. Accepting the costs that have been sunk can be hard, but deciding not to sink any further makes it easier.

3. Framing Bias

Even though we’ve all been told not to judge a book by its cover, our eyes can’t help but be drawn to the flashier sleeves. It’s all about presentation, and the same rule applies to our choices. This is the framing bias.

Our decisions are influenced by the way information is presented, rather than just the information itself. This bias can make us view the same situation in dramatically different ways, depending on how it’s framed.

For example, if we’re passed over for a promotion, we might immediately think, “I didn’t get the promotion; the system is rigged!” This reaction is influenced by framing bias.

Here’s How to Beat It:

Every time we feel ourselves slipping into framing bias, we should force ourselves to frame our thoughts in a few different ways. As much as it pains us to admit it sometimes, our truth is not always the truth. This is why, according to Dr. Kucharska, “We must always consider alternative interpretations.”

By reframing our perspective, we can see opportunities for growth instead of barriers. So, if we find ourselves thinking, “I didn’t get the promotion; the system is rigged,” we should follow it up with, “I didn’t get the promotion, but let’s analyze how I can improve my skills or alter my approach for the next opportunity.” This approach helps us make informed decisions about our next steps.

4. Overconfidence Bias

Nothing is quite as humbling as when we don’t prepare for something because we think we “totally have it in the bag” only to quickly find out that we very much did not. That’s the overconfidence bias in full effect.

Overconfidence bias occurs when we overestimate our knowledge, skill, or prediction accuracy. While it’s good to be confident, overconfidence can lead to unanticipated challenges.

Here’s How to Beat It:

“Adequate preparation combines confidence with humility,” says Dr. Kucharska. Next time we face a choice and the answer seems obvious, we should take a second to ask ourselves, “Is this confidence or is this arrogance?”

Acknowledging what we know while preparing thoroughly to cover what we don’t ensures we’re ready to handle unexpected questions and situations.

Becoming aware of these biases and actively counteracting them can transform the art of decision-making from an abstract trial-and-error process into a thoughtful, informed one. Together, we can refine our decision-making skills and navigate our choices more wisely.?

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