What all managers should know when leading Generation Z?

What is the mindset of the Gen Z, but what about Career, Desire and Aspirations of Generation Z`s?

For all the Managers and HR professionals, millennials have been the hot topic of discussion for a long time but as that generation inches closer to middle age just like how the oldest millennials are already in their late 30’s. Generation Z (further as GenZ) has quickly replaced them under the microscope.

 Born between 1995 to 2015, Generation Z accounts for 32% of the global population in 2019. By 2020, they are likely to make up 24% of the workforce and they will start entering the industry in large numbers. It's vital to know how to lead them and manage them effectively.

 Tech-savvy

 It’s no surprise that this whole Generation Z is more tech-savvy than any other generation that ever stepped into the world, after all, they are digital natives. They used mobile phones and gadgets before even turning teenage, which made them perfectly comfortable using the internet as a tool for work, research, and connecting with others. They grew up learning online fashion, etiquette, and trends the same way that the previous generation learned. This generation is the first tech-savvy generation who had mobile phones from day one of their birth and in their early childhood was able to understand how this gadget works.

 Risk Takers

 Gen Z is the generation of people full of risk-takers and is significantly more risk-averse than the previous generation. Just like the way from growing up during a period of economic uncertainty and unrest. The majority of Gen Z entering the workforce today were the children who have gone through observing the economic crisis or the great recession of 2008.

For most of generation Z, the major economic decline affected their families on a deeper and personal level, fundamentally their worldview. Fundamentally impact their worldview helping them understand financial literacy better than the previous generation.

 As a result, this generation tends to look for employers who can offer stability, security, and opportunities for growth. One recent review of 1,000 Gen Zers found that the top career goal among the group is to work in a role where they are stable and secure. The same survey found that 69% would rather have a stable job than one they were truly passionate about and 36% are worried about getting stuck in a position that does not offer chances for growth.

   Independence

More than any previous generation, Gen Z also understands that alternatives to the traditional 9-to-5 job exist and are viable options. The majority (84%) view a healthy work-life balance as a priority — but as you’ll see in a moment, they’re also willing to be flexible in return. They want to advance their careers, and they’ll work hard to make it happen. According to the LinkedIn Learning survey, 43% of GenZ respondents expressed a preference for a fully self-directed learning program. When Generation Z wants information, they’re unlikely to wait for a pre-scheduled session, meeting with an instructor, or a lecture, instead, they’ll search for the answers on their own.

Generation Z is less dependent on others but dependent on themselves. They care about autonomy and independence. This mindset is reflected in the way they work. The internet has given access to thousands of years of collective knowledge and much more wisdom that they are much more accustomed to googling things rather than asking for advice.

Competition

Generation Z is known to be go-getters, they know what they want and are willing to work hard twice to reach the goal. Meanwhile, the Millennials generation is extremely team-oriented. Generation Z relishes a little healthy competition, thanks to the experience of growing up in the recession they are inclined towards money and it’s very important to them as they have seen their parents suffer from the devastating recession.

They are more competitive growing with the changing world and their competitive sides don't just fuel their drive to receive promotion and raises. Feeling seen and appreciated in the workplace is something most Gen Z employees strive for. They seek out feedback and are receptive to it on an ongoing basis and are more eager to know their flaws so they can improve their performance and advance their career.

 What this means is to recognize their hard work and provide regular feedback. To retain this generation, recognition for hard work is a must. A 2019 survey of Gen Z and Millenials found that an increase in recognition and rewards would make 80% of respondents more loyal to their employer but 50% believe managers do not currently recognize strong job performance. They don’t need to be coddled, but taking the time to show them that their efforts are valued through a small reward or just a heartfelt thank you can go a long way.

 Open-Mind

 As a general rule, this generation is known for being open-minded and deeply invested in diversity and inclusivity. Major societal changes throughout the formative years have also affected their disposition. Just like how one study found that 70% of Gen Zers strongly believe that public spaces should provide gender-neutral bathrooms compared to 57% of the millennials.

Most Gen Zers say that they are believers. At the same time, they are also open to a variety of themes not necessarily aligned with the broader beliefs of their declared religion. They constantly evaluate the unprecedented amounts of information and influences. For them, the self is a place to experiment, test, and change. Seven out of ten Gen Zers say it is important to defend causes related to identity, so they are more interested than previous generations have been in human rights in matters related to race and ethnicity.

 Authenticity

 This generation cares more about ethical consumption, and they often brands that are involved in scandals or that refuse to take a stand on important issues. They can sniff out publicity stunts a mile away and they are vocal when brands come across as inauthentic.

The bright side is, they gravitate toward companies that are purpose-driven both from a consumer and candidate standpoint. The emphasis that Gen Z places on truth and authenticity also affects how they look at their workplace interactions. The top qualities they seek in a boss are honesty and integrity, with 38% in agreement, and even though Gen Z is highly plugged into modern technology, 74% prefer having real face to face communication with colleagues than placing a higher value on effectiveness than convenience.

Prepared by Andreea Gheorghe

Bucharest, Romania,

February 2021.