The Key to Gen Z: A Generation Changing the Game

I love working with Gen Z.

When I started hiring Gen Z three years ago, I quickly learned that conventional rules of management would not be well received by the next generation

Gen Z is daring, bold, and unafraid of challenging the status quo. Although this can be perceived by some as ignorance, I believe it is brilliance.

By adjusting my mindset and way of working with our team, we have been able to grow in ways I never even imaged possible.

I believe the next generation can change the game for any company, but management must be willing to listen and use a different approach.

Generational Hazing - Giving the next generation a bad name.

The next generation emerging into the work force always gets a bad rap.?

Millennials were casted as being lazy and unmotivated.

I remember watching all of these terrible articles feeling frustrated about false perceptions of my work ethic, values, and professional goals.

Over time, I've learned that this is not a new phenomenon.

Gen X (adolescents from the 80s and 90s) were called "MTV Generation" (a reference to the music video channel), and characterized as slackers, cynical, and disaffected.

Baby Boomers (adolescents from the 60s and 70s) were called "selfish" by The Greatest Generation.

Now, unfortunately, it is Gen Z's ?turn to endure this overgeneralization of their character.

Instead, I would like to challenge employers to embrace the new workforce entering by sharing some of my favorite characteristics I have observed from our employees.

Working with Generation Z

As a millennial who has been hiring Gen Z for the past 3 years, I can attest that the next generation is different.

But is different bad??

Here are a few of my favorite things about working with Gen Z:

1. Gen Z is bold?

While giving feedback to my team, I was shocked to receive feedback in return: the team criticized me for not taking time to teach or listen to them. They wanted more meetings to express some of their ideas.

Initially, I was resistant. But then once we started having weekly touchpoint conversations, I realized how truly innovative our team was.

One team member began filming random tik toks showcasing a daily life in our business. Another suggested new methodology to streamline sales.

Each new venture was so successful that we are now carrying our weekly meetings to this year.?

Youth is not synonymous to ignorance. The creativity of our team members has allowed us to think and operate in new capacities.

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2. Gen Z wants to hear the “why”?

When I was working my first job, I was given a very simple reason why I needed to do my tasks: “$&@! Rolls downhill” my manager told me.?

This rationale of “doing the grunt work” simply will not work with Gen Z employees.?Seemingly meaningless tasks will be met with resistance, which causes frustration and friction in a work space.

However, taking 5 minutes to explain the larger picture and potential takeaways creates a completely different outcome.

Our team understands how their part which may seem tedious (like creating daily reports) is important for everyone as a whole.

My Gen Z employees go the extra mile for our customers because they understand how much our product means to them.

Answering questions from Gen Z is not a question to authority. Managers need to recognize that questions are a sign that the team genuinely cares about the work they are doing.

3. Gen Z is compassionate?

From working with Gen Z, they have inspired me to be a kinder and better leader.

Teaching an employee to care for others is nearly an impossible feat.

However, I believe this is where the next generation thrives. They care about the community, people around them, and embrace others.

Gen Z is the future

Overall, I am excited to see what the next generation brings.

Thanks to our Gen Z employees, we have broken boundaries in social media and even brought new products to market.

As working professionals, we have a choice to make. We can do as all prior generations have and resist/ dismiss the next generation or we can try something different.

Rather than jumping to blaming and dismissing the next generation, employers should consider taking time to listen.?We should coach them, teach them that prior generations may have a different approach than they do, and help them to succeed in the working world.

Perhaps insights they provide could lead to greater outcomes.?