When I think back to my first real job, I realize now that I did not know what I did not know.  In one way, that is helpful because I had fresh ideas.  On another level, I had many learning opportunities as I made mistakes.  I’m sure you can resonate.

Each new generation creates a stir when they enter the workforce.  There is a bit of angst, sometimes cynicism, and hopefully optimism.  Gen Z is no different.  This generation born between 1995 and 2012 is a generation that is similar in their upbringing to Gen X in the turbulence during their youth.  For example:  9/11, the economic crash of 2008, and COVID.  This has created a more cautious generation in ways.

This generation is also what some have called digital natives.  They do not know life without the internet or connected technology.  Many of them were born at the height of the internet or the birth of the iPhone.  All these factors impact how we lead them.  I will highlight a few ideas, but I have also listed resources below if you want to dive deeper into understanding this generation.

Individualize the Experience

In their book Zconomy Jason Dorsey and Dinese Villa highlight research discussing increased retention among employees if their onboarding is focused on the individual’s identity rather than the organization’s.  Because of technology, this generation is accustomed to an individualized experience including how they start at your organization.

I am not suggesting leaders cater to Gen Z’s every desire, but help them see how they fit into the organization’s bigger goals.  Help them see the contribution their gifts and talents will bring to help accomplish the vision.

This generation experienced the autonomy of school at home and saw their parents work at home during the pandemic.  Because of this, they have a different perspective on work schedules.  As they demonstrate responsibility and competence consider providing increased flexibility.  According to Dr. Tim Elmore in his book A New Kind of Diversity, this generation is the most entrepreneurial.  We may want to consider giving them the freedom to express that within organizations.

Opportunities for Growth

A report by Robert Half found 64% of Gen Z seek opportunities for growth.  As the leader how can you help these new team members develop into the leaders of the future? 

As the leader, you can support this desire by providing opportunities for development and learning. Create mentorship opportunities, training workshops, and career advancement opportunities to help them grow and thrive in their roles. Dr. Elmore suggests giving them a project to own and the responsibility and authority that comes with it. 

By investing in their development, you can empower them to reach their full potential and contribute to both their success and the success of your organization.

Support

               Generation Z craves feedback and transparency in the workplace. They are used to receiving instant feedback in their personal lives through social media and other digital platforms, so they expect the same in their professional lives. As a leader, providing regular, constructive feedback is important to help them improve and grow. Implement regular check-ins, performance reviews, and open communication channels to ensure that they feel supported and valued. This also helps foster a culture of continuous improvement and collaboration.

               Jean Twenge in her book Generations highlights the reality that this is a generation with more mental health concerns than other generations.  Create space for them to get support for their mental health concerns.  One practical way leaders can do this is by listening well  and, where appropriate, guiding them to professionals to help with deeper concerns.

               Which of these three areas do you need to work on both with this generation and other team members?  Need help opening up conversations with your team and want to create an atmosphere that is fun, safe, positive, and also strategic?  Check out the Leadership Game and contact me to help your team connect to perform at a higher level.  Lead Well.

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Get Ready for Generation Z by Robert Half in collaboration with Enactus

Dorsey, Jason, et. al.  “The State of Gen Z 2021-2022:  Gen Z as Employees and Workforce Trendsetters.”   The Center for Generational Kinetics.  https://jasondorsey.com/our-research/state-of-gen-z/

Twenge, Jean.  Generations:  The Real Differences Between GenZ, Millennials, Gen X, Boomers, and Silents – and What They Mean for America’s Future.  Atria Books, NY.  2023

Elmore, Tim.  A New Kind of Diversity.  Maxwell Leadership, GA. 2022.

Dorsey, Jason and Villa, Denise.  Zconomy:  How Gen Z Will Change the Future of Business – and What to Do About It.  Harper Business, NY.  2020.