Gen Z and Millennial Work Habits
The two youngest generations in the workforce have similarities and differences in what they value and how they approach work.
Key takeaways:
Millennials and Gen Z make up a large portion of today’s workforce. Both generations bring new sets of habits and priorities to the office. They want more flexibility and expect more from their leaders. They are also leading the?Great Resignation?that began a couple of years ago, leaving their positions to find better pay, benefits and working conditions.?
While the two generations have a lot of similarities, they do have their differences, too. These impact how to approach millennial leadership versus Gen Z leadership.
This guide will cover the work habits of each generation. We highlight the differences between millennials and Gen Z, and offer a few tips for managing these employees in the workplace.
Millennial work habits
The millennial generation is generally thought to have been born between 1981 and 1996, give or take. They currently make up the largest portion of the workforce as well as the largest living generation, at?72 million people?in the U.S. Forbes reports that millennials stay in a job for an average of?two years and nine months, so they don’t typically want to stay in a job for a long time like baby boomers do.
Millennials are very motivated individuals and value a strong work-life balance. Millennial job habits did get altered after the pandemic. They prioritize wellness more than ever now, prefer remote work and want to work for a company that values them and gives them a voice. They care more about working for an ethical employer and they want their work and their organization to reflect their own values.
Gen Z work habits
Gen Zs were born from 1997 to 2012. They are still coming of age and entering the workforce, but they’re creeping up to nearly 69 million people in the U.S. Thus far, they have a lower but similar average time at their jobs as millennials, at two years and three months, though it’s still a little early to nail down long-term Gen Z job habits.
An important thing to recognize with Gen Zs is that they grew up connected to smartphones and the internet like no other generation has. They are very adept at using technology at work and using it in creative, innovative ways. They’re also very focused on society and culture, and they want to create meaningful change. Like millennials, they want the work they do to align with their personal values.
Gen Z workers also?value flexibility?and remote work options. They want to work for companies that prioritize diversity and inclusion initiatives, and they don’t tolerate discrimination. They are the?most diverse generation?in the U.S., after all. Great Place to Work data found that?47% of Gen Z workers?are BIPOC, and 22% of them have at least one immigrant parent.
Gen Z employees expect a lot from leadership. They will have no problem moving on to the next job to better align their values with what they do every day.
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How to manage millennials and Gen Z at work
Putting the right practices and policies in place will help you manage, attract and engage millennials and Gen Zs. Make sure expectations are clear, as these generations don’t have much of an issue following directions, as long as they make sense. Here are some strategies to implement for these generations:
1. Focus on employee well-being
Both millennials and Gen Z workers want to work for an organization that prioritizes their mental and physical well-being. Gallup research has shown that for both generations,?employee well-being?is a top-three issue they consider when looking for an employer.
Workers in these generations want to have support and wellness resources at work. This means creating a plan for financial benefits. Try offering perks for their mental and physical well-being, like yoga or meditation opportunities, gym membership discounts or counseling resources.
2. Provide opportunities for feedback
These younger generations value being heard by managers and leaders. They want to feel like their opinions and ideas matter. It is wise to implement a system for employee engagement and employee feedback so people feel valued, heard and understood.?
One-on-one meetings can help employees feel like they matter. In remote settings, make sure people have frequent opportunities to meet face-to-face on Zoom and give their feedback. Send out surveys when you need answers to specific questions about satisfaction.?
Gone are the days when the lowest-ranking employees don’t get to have a voice. Millennials and Gen Zs want to start making big impacts on organizations from a young age. Giving them that opportunity will help you attract and retain great young talent.
3. Create a culture of inclusivity
Diversity, equity and inclusion (DEI) programs are becoming more and more important for millennial and Gen Z employees. They want to see exactly how companies are establishing programs that address DEI issues. Words aren’t enough for these generations to be satisfied, and they expect consistent action and transparency.
Consider creating DEI programming or policies if you haven’t already. Evaluate how you can support these generations to always feel included and to ensure opportunities for discrimination at work are reduced, prevented and addressed with honesty.
How StaffLink helps with engagement
These younger generations expect a lot from their employers. Sometimes you might just need a policy update to start engaging, attracting and retaining millennials and Gen Zs more effectively.
The team at StaffLink is here to help. We help with HR solutions that increase employee satisfaction, like better onboarding processes and benefits administration.?
Request a proposal?or contact us at (954) 423-8262 for more information.
You can read the original article at https://www.stafflink.net/millennial-leadership-versus-gen-z-leadership/