Generation Z

Today’s workforce comprises of Baby Boomers, Generation X, Millennials and Generation Z. The workforce is no longer a single generation. All generations have different strengths and weaknesses, and a successful workforce is one that works together with all generations.

Members of Generation Z are born between the mid-1990’s and 2010s. They may seem like a lot of trouble but different generations always have different ideals, values and priorities. Baby Boomers had different values to the generation before them.

?Workplaces are constantly evolving and will have to continue to adjust to a new generation joining the workforce. Whether they like it or not.

Agility is key in managing Generation Z. Leaders need to adapt their style and approach and be open minded and accepting that they way things were done before may have to change for Generation Z. Norms will be challenged.

Let’s look at the differences.

1. Generation Z want constant feedback, check-ins and clear expectations and clear deliverables.
2. Generation Z crave flexibility and work/life balance. Work is a part of life. They want to take time off when needed and want to feel rewarded for their hard work.
3. Generation Z don’t like to be told what to do and will not simply obey orders. They want leaders to lead by example.
4. Generation Z will make demands in the workplace for what they believe in. For example, mental health is a priority in the workplace (and outside of the workplace) as is flexibility with working hours.
5. Generation Z want growth opportunities. Their work life is an opportunity to learn. They want to be constantly challenged.
6. Generation Z will want to challenge the status quo and want a voice in the workplace. They want to be heard and make an impact in the workplace.
7. Generation Z want their leaders to focus on the individual. They want their leaders to know what motivates and inspires them as individuals. Every-one’s hot and cold buttons are different. Broad brushstrokes will not work.
8. Generation Z want management and other ‘older’ generations to be open to learning from them. Especially vis a vis technology. Generation Z were born with technology and do not know a world without it. Managers need to keep up with Generation Z and understand new trends so they can better serve their employees.
9. Generation Z will not tolerate a toxic workplace culture, and they will not tolerate a culture that isn’t inclusive. They want their leaders to establish a safe workplace and one that aligns with their values.
10. Generation Z want leaders to lead with empathy. It’s not just about being nice. It’s about showing a genuine interest in each individual employee.
11. Generation Z wants autonomy and responsibility, and they want to take control of their career path. Although balance does need to be struck as they may not yet have the skills and experience to be completely autonomous. There needs to be a careful balance between inspiration and control.

Generation Z is more like to stay long-term with an organisation if that organisation can offer meaningful work, a sense of belonging, ownership & responsibility and a workplace culture that is align with their values. There is no one size fits all with Generation Z. Leaders need to create an environment that is creative, dynamic, innovative, productive or face extinction.

Generation Z might seem like a lot of both but by understanding the challenges that this new generation presents and by implementing solutions, organisations will be ahead of the curve and winning the talent war.

Businesses need to adapt and change with the times or face extinction.

Is your organisation changing to this new generation entering the workforce?

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