People and the world are constantly evolving. According to the social and economic context of the time in which we were born, each generation behaves in a different way. Generation X, Y, Z are terms used to represent people in relation to the time they were born. Okay, but what does this mean?
Each of these generations has different behaviors. A better understanding of these differences is an asset for any leader in a company. Managing a team made up of Generation Z, the youngest currently on the job market, is quite challenging.Therefore, in today's article we are going to talk a little more about who is part of Generation Z, what is the difference between leading these young professionals and, finally, we are going to share 3 tips on how to keep these employees motivated.
Who is Generation Z?
Today, there are 3 main generations that are active and dominate the job market, although they are not the only ones.
First of all, we must be very clear about who these people we call Generation Z are. It is common to get Gen Z confused with Millennials and there are even those who think that one term is synonymous with the other. If this is your case, the first thing you should know is: no, Millennials are not synonymous with Generation Z, they are two different generations.
Millennials, or Generation Y, are those born between 1980 and 1994. While Generation Z is all those who were born between 1995 and 2010. Some studies are opposed in relation to the exact definition of dates, however the variations do not overlap more than 3 years.
To better understand this:
Baby Boomers – born between 1944 and 1964;
Generation X – born between 1965 and 1979;
Generation Y (Millennials) – born between 1980 and 1994;
Generation Z – born between 1995 and 2015.
The differences when leading these young professionals
Generation Z is marked by a generation that defies stereotypes and dictates its own rules. It represents approximately 24% of the world's workforce. Understanding the thinking patterns of these young people and how to manage them in the workplace is critical to organizational success: your attention as a manager must be on them.
Gen Z spends more time on their mobile devices, browsing the internet. And that makes most of them dependent on technology.
While Millennials seek to balance their personal and professional lives in a company, Generation Z seeks rapid professional growth. With a talent for innovation, this group expects more from their jobs than people of older generations. Gen Z thrives best in an innovative and liberal work environment where they can be themselves and question the status quo. An organization must understand how to recruit, manage and retain these people. Otherwise, they will not hesitate to move to a better place.
Below are some useful tips to get started in your business:
Encourage freedom of expression
Most organizations only allow older generations to chat during meetings. If you want to get the best out of your Gen Z employees, give them a voice. The world advances as technology develops, and they are the ones who know the most about it. Take advantage of technological knowledge to make them productive and also feel heard at work.
Use technology more and more
This generation hardly knows what a world without internet was like. They grew along with great advances in technology. They spend most of their time with their mobile devices. Ensure that this generation's technology needs are met to improve work delivery and productivity. Instead of storing paper documents on shelves, for example, create electronic copies of documents. Is your company's internal training not yet digitized? Increase participation in your in-house training and knowledge acquisition with Glorick's e-learning experts. We digitize your in-house training.
Promote work-life balance
Work is no longer restricted to an office. Allow this generation to work remotely. Your team's productivity is more important than office presence. Not prioritizing work-life balance leads to reduced productivity and employee burnout. If remote work cannot be a reality, implement other flexibilities such as more flexible working hours or longer breaks. The important thing is to understand that your younger employees — the future of your organization— will not be loyal to your company if they fail to achieve this balance. Did you like the article? Share it with your friends and leave your comment.
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