In today’s world, increasing demands on leaders to cope with rising business challenges are undeniable. The importance of effective leadership strategies in a diverse workplace cannot be overstated. How to lead, manage, and inspire Gen Z is also fast becoming a hot topic.
Generation Z, born between the mid-1990s and the early 2010s, brings forth a set of distinctive qualities uniquely different from the millennial generation and baby boomers. Generation Z might be seen as “challenging” or “difficult,” but there is an untapped potential in them. If leaders understand how to lead and inspire the Gen Zers, they can unlock potential and discover opportunities that this generation brings.
As a leadership coach, learning to work with Generation Z has great purpose and significance. By 2030, Gen Zers will comprise 58% of the global workforce. In the ongoing talent crunch, organizations need Gen Zers to fill the talent gap. For generations to collaborate, however, leaders need to build an inclusive work environment where individual differences are celebrated. In particular, an atmosphere of collaboration and open communication where every voice is heard and valued is a work environment that will attract Gen Z talents.
To lead and connect with the first generation (like how you’ll want to also engage millennials and baby boomers), the vital step is to first gain a deep comprehension of people’s characteristics, anticipate their needs, and then tailor your leadership approaches to meet those needs effectively.
Leading others the way they want to be led is one sure way for you to earn their respect to foster a positive and productive environment.
Want to understand what different generations want from their leaders and companies? Download the Leaders People Love Global Survey.
Be the Leader Generation Z Wants
As the workplace evolves, it becomes evident that individuals of the same age may have distinct expectations and preferences. Young people, in particular, stand out with their unique set of values and priorities. Understanding these differences is crucial for managers aiming to engage and motivate this emerging generation effectively.
Here are my recommendations for engaging Gen Z employees.
1. Demonstrate Authenticity and Transparency
Compared to previous generations like Gen X and baby boomers, Gen Zers are known for their transparent and authentic communication style. Some people might think they are blunt or rude, but according to McKinsey & Company, Gen Z yearns for greater freedom of expression and openness to understanding different kinds of people.
Cultivating authenticity as a manager involves being open and honest, sharing a clear vision, and providing regular updates on the organization’s progress and challenges. This approach builds credibility and trust, which are crucial for Gen Z employees who seek truthful and reliable guidance.
2. Embrace Digital Transformation
Unlike the previous generation (millennials, Generation X, baby boomers), Gen Z and other young people grew up in a digital era and were immersed in technology and hyper-connectivity from a young age. More than half of Gen Zers spend four hours or more on social media. These digital natives have extensive knowledge about the internet because they have never experienced a world without it.
Businesses can stay competitive by adopting digital transformation to align with Generation Z’s tech-centric lifestyle. For managers, it means to lead by leveraging new tech.
For starters, managers can equip their teams with the latest tools and resources, including software, hardware, and platforms, to work efficiently and enhance collaboration with customers and also within teams.
In addition, managers must invest in upskilling all team members, including those from previous generations to equip them with essential digital skills. This could include offering training courses on various software applications or establishing a learning space where staff can experiment with new technologies and build their knowledge.
3. Provide Coaching, Mentorship, and Growth Opportunities
For Gen Z, growth opportunities are important they consider in their careers. These young adults will prioritize companies that commit to investing in their development by allowing them to acquire new skills and apply existing ones.
In the Leaders People Love Global Survey (insert link), 85.7% of Gen Zers listed ‘personal growth’ as the most desirable criterion they look out for in organizations.
To unlock their full potential, you can focus on developing and leveraging their strengths using frameworks like CliftonStrengths. This empowers Gen Z employees to take personal ownership on their professional growth.
Access the bonus article “How to be the Leader Gen Z Adores”, a special edition published in the Singapore Institute of Directors Bulletin in Q1 2024 in our exclusive leadership portal (LAF).
It is, therefore, important for managers to design growth opportunities. Developing coaching as one of their leadership skills can also be advantageous. Establish a mentorship program in the organization, provide regular feedback and coaching, and offer clear professional development and advancement opportunities.
4. Emphasize Social Responsibility and Purpose
Many Gen Zers are motivated by purpose and aim to support various causes that will help improve the environment. As a result, organizations need to prioritize specific values, including company purpose, proof of corporate social responsibility, and work-life balance, as emphasized by Korn Ferry, if you wish to attract younger generations’ talent.
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Want to understand what motivates Gen Z leaders? Check out these podcasts.
Palakh, Felix, Amanda, and Aaron Podcasts
To build a culture that resonates with Generation Z, it’s crucial to show our commitment to social responsibility, specifically regarding environmental issues, equal rights, and addressing climate change.
Align company values with the values of other generations by engaging in environmentally conscious practices like reducing waste, adopting renewable energy sources, and supporting eco-friendly initiatives.
5. Prioritize Work-Life Balance
As they reshape work culture, Generation Z sets themselves apart from previous generations and baby boomers by valuing work-life balance.
Our previous blog titled “10 Signs of a Toxic Work Environment and How to Fix It” listed poor work-life balance as one of the signs of a toxic work environment so be sure to promote a culture that disrespects work-life boundaries.
Providing options for flexible work arrangements can help employees balance their personal and professional responsibilities. Additionally, providing mental health support and opportunities for self-care is crucial for their well-being.
Our Leaders People Love Global Survey also found “flexible work” one of the most important factors employees look for in organizations. Download the report here.
Check out this article:
6 Important Leadership Skills Managers Need to Lead a Hybrid Workforce
6. Creating an Inclusive Work Culture
According to a study conducted by the Pew Research Center, 62% of Generation Z believes that increased diversity benefits society. Additionally, a survey conducted by Quantilope on 630 Americans revealed that almost 80% of Generation Z think it’s important for brands to focus on diversity and inclusion.
There’s already a strong business case where increasing diversity and inclusion raises profitability so it’s time to act.
“In the workplace, people must feel enabled to share their ideas and opinions and speak up freely.”
— Yeo Chuen Chuen, author of Leaders People Love
It’s crucial to facilitate inclusive conversations at all levels of the workplace, regardless of generational differences. Psychological safety becomes a key ingredient as leaders attempt to create more intergenerational understanding.
Read more:
Generational Leadership for Diversity and Inclusion
How Generation Z Adds Value to Organizations
Gen Z employees bring unique strengths and contributions to businesses and companies, adding significant value to their growth and success.
Here are five ways Generation Z employees positively impact organizations:
- Tech-Savviness and Digital Fluency: Being tech-savvy, Gen Zers easily streamline processes, embrace innovative solutions, and adapt quickly to emerging technologies, increasing efficiency and productivity.
- Fresh Perspectives and Innovation: Generation Z offers creative insights, challenges the status quo, and contributes fresh perspectives that drive innovation and help companies stay ahead of the curve.
- Adaptability and Resilience: Gen Z quickly learns and adjusts to new environments, technologies, and challenges. Their ability to embrace change helps businesses navigate uncertainties, seize opportunities, and thrive in dynamic markets.
- Social Consciousness and Purpose-Driven Mindset: Generation Zers commitment to social responsibility and ethical practices enhances a company’s reputation and attracts socially conscious consumers.
- Collaborative Mindset and Teamwork: Generation Z excels at working collaboratively, leveraging diverse perspectives, and building strong relationships. Their teamwork skills contribute to a more cohesive and harmonious work environment.
By recognizing and harnessing these strengths, organizations can tap into the full potential of Gen Z employees. Leveraging their tech-savviness, fresh perspectives, adaptability, social consciousness, and collaborative mindset, companies can foster innovation, drive growth, and stay ahead in today’s competitive landscape.
Understanding Generation Z: How Do They Differ from Previous Generations
To bridge the generation gap in the workplace, let’s first look into the key attributes of Generation Z and understand what makes them different from previous generations.
The Older Generations in the Workplace
Here are the older generations before Gen Z and the facts about them. From the blog Generational Leadership for Diversity and Inclusion.
1. Baby Boomers: born between 1946 and 1964
Fact: Although it may be a common belief that older generations dislike technology, this is not the case for all. Baby boomers feel as if they are finally catching up to current technological advancements, with 36% feeling confident in using new technology, according to a dataset conducted by GWI USA.
2. Generation X: born between 1965 and 1980
Facts: The idea that Gen X-ers are slackers is flawed. In fact, 62% of business leaders are members of Gen X according to Global Leadership Forecast 2021. This is contrary to the stereotype that Gen Xers are mediocre performers, they are actually taking leadership roles.
3. Millennials: born between 1981 and 2000
Facts: Although commonly misunderstood, the previous generation, millennials aren’t looking to switch jobs frequently; they’re merely seeking more beneficial positions that align with their life goals; a Gallup study stated that what Millenials want is a job that feels worthwhile.
Check out the article here:
Generational Leadership for Diversity and Inclusion.
Engaging Generation Z Must Be Top Leadership Agenda
Increasing diversity in the workforce demographic is also bringing profound changes to the workplace. According to the Good Work Framework, a whitepaper published in May 2022 by the World Economic Forum, millennials and Generation Z workers will make up 72% of the world’s workforce by 2029, 20% higher than the 52% in 2019. It is, therefore, crucial to understand the needs of millennials and Generation Z, while not forgetting the earlier generations.
Leading Generation Z in the workplace requires a deep understanding of their unique characteristics and preferences.
Managers must prioritize authenticity, transparency, and inclusivity to build trust and create a work environment where Gen Z employees can thrive. Embracing digital transformation is essential, as Gen Z is highly tech-savvy and values organizations that leverage technology for efficiency and collaboration.
Prioritizing growth, mentorship, and providing opportunities for skill development is crucial to engage and retain Gen Z talent. Demonstrating social responsibility, promoting work-life balance, giving feedback and recognition, and fostering collaboration are key strategies for effective leadership, especially given that, in no time, Generation Alpha, the cohort after Gen Z, is poised to enter the workforce in the coming years.
By embracing the strengths and contributions of Generation Z, organizations can drive innovation, adaptability, and success in today’s evolving business landscape.
Ready to Take the Next Step?
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