Leadership and Generation Z

Leadership and Generation Z

Gen Z – a closer look

Gen Z is the generation born from the mid-1990s to early 2010s, where the exact dates vary depending on the chosen author. Gen Z is known to be the first true “digital native” generation, as they have been born and have been grown up in a digital and technological environment. They learned how to use technology and interact in social networks since a very young age (Lanier, 2017). Due to these circumstances, Gen Z differs substantially in their behaviour and values from other generations (Schlotter & Hubert, 2020).

As its main characteristics, Gen Z is defined as highly ambitious and self-confident. They will switch jobs more frequently than other generations before them, and they even go one step further: If they do not like something, they are ready to change immediately. Other motivation drivers for the Gen Z are opportunities to develop, increased salary, meaningful work, and a good team (Csiszarik-Kocsir & Garia-Fodor, 2018).

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How to lead Gen Z

Gen Z appreciates leaders who are empathetic, encouraging, and good listeners. Furthermore, their leaders should be willing to lower barriers and build and balance professional and personal relationship with them. Moreover, leaders that are too delegating, micromanaging, self-centered, or authoritarian were described as detrimental to job satisfaction (Goryunova & Jenkins, 2023). According to Bielen and Kubiczek (2020), the most common way businesses respond to Gen Z's demands is to offer a friendly working atmosphere, keeping up with the latest technologies, and benefits.?

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4 best practices when leading Gen Z

  • Regular feedback

Regular feedback sessions can help Gen Z feel heard and develop positively. It is better to give 10 minutes of feedback 12 times than two hours once a year. In the case of negative feedback, always consider beforehand what could be done better and ask employees about it (Schlotter & Hubert, 2020).


  • Leadership at eye level

For Gen Z, it is essential to lead at eye level. As a leader, talk critically about problems and work out solutions at eye level. Let Gen Z participate in decision-making processes and listen to your Gen Z's opinion on certain topics and share information with them (Schlotter & Hubert, 2020).

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  • Sense of purpose

It pays to convey a sense of purpose. Leaders have an influence on how employees experience their daily work. Enable a sense of purpose by focusing on Gen Z's contribution, results, and personal growth. If Gen Z sees their contribution, they will stay with the company longer (Schlotter & Hubert, 2020).

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  • Show interest

Show honest interest in hobbies and everyday stories of Gen Z. Going to lunch with employees or having a coffee together is worthwhile and promotes informal contact (Schlotter & Hubert, 2020).

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In sum, Generation Z wants a sense of purpose, safety and flexibility at their workplace. Moreover, they want to be able to separate work and private life. While there is a prototype of this generation with the described common characteristics and attitudes, it is evident that “one size does not fit all.” So: Be curious and try out, what best practice fits your employees from Generation Z.


Author:?Jasmine Lüthi



Sources:

Bielen, M., and Kubiczek, J. (2020). Response of the labor market to the needs and expectations of generation Z.?E Mentor?4, 87–94. doi: 10.15219/em86.1486

Csiszárik-Kocsír, á, and Garia-Fodor, M. (2018). Motivation analysis and preference system of choosing a workplace as segmentation criteria based on a country wide research result focus on generation of Z.?J. Model New Eur.?27, 67–85. doi: 10.24193/OJMNE.2018.27.03

Goryunova, E. & Jenkins, D. (2023). Digital Natives: Shaping the Future of Leadership-Followership Dyad Worldwide. In S. K. Dhiman et al. (eds.), Handbook of Global Leadership and Followership, (pp. 431-447). Berlin: Springer Nature. https://doi.org/10.1007/978-3-031-21544-5_22

Lanier, K. (2017). 5 things HR professionals need to know.?Strategic HR Rev.?16, 288–290. doi: 10.1108/SHR-08-2017-0051

Schlotter, L. & Hubert. P. (2020). Generation Z – Personalmanagement und Führung: 21 Tools für Entscheider. Wiesbaden: Springer.

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