Generation Z in the Workplace: Who Are They and How to Inspire Them?
Recently, I conducted a leadership training session in Nigeria with managers from various Nigerian airlines. One of the questions several students asked was how to handle “Generation Z.” We discussed this topic in depth. Since I often receive this question in the Netherlands as well, it’s time for an article on it.
“You are not prepared for Generation Z if you’re not prepared for change.”
Generation Z, also known as Gen Z or Zoomers, includes those born between approximately 1996 and 2015. They are the first true digital generation, having grown up with smartphones, social media, and constant connectivity. By 2024, the oldest members of Generation Z are in their early to mid-twenties and are starting to make their mark in the workplace.
What Does Generation Z Value in a Job? And How Can Employers Best Align with These Values?
Flexibility and Work-Life Balance:
– Gen Z values flexibility in their work hours and location. Hybrid work and the ability to work remotely are often essential for them.
– They place high importance on a healthy work-life balance and do not want their work to dominate their entire lives.
Innovative Technology:
– Having grown up with the latest technology, they expect their workplace to be equipped with modern technology and tools that make their work more efficient and effective.
– They are skilled in using digital tools and expect companies to invest in innovative technology.
Development Opportunities:
– Gen Z employees look for jobs that offer opportunities for personal and professional growth.
– Training, mentoring programs, and clearly defined career paths are important to them.
Diversity and Inclusion:
– An inclusive work environment where diversity is celebrated and valued is crucial for Gen Z.
– They want to feel safe and accepted regardless of their background or identity.
Social Responsibility:
– Gen Z has a strong focus on social responsibility.
– They want to work for companies committed to sustainability, ethical business practices, and community involvement.
– They want to feel connected to the company’s mission and values.
How to Inspire Gen Z and Keep Them Onboard
Transparent Communication:
– Be open and honest about company goals, performance, and challenges. Gen Z values transparency and wants to feel part of the bigger picture.
– Regular updates are important.
Goals and Freedom:
– Work with concrete goals and allow some freedom in how the work is done.
– Freedom can also mean allowing them to manage their time, within the constraints of the organization and the role.
Opportunities for Innovation and Creativity:
– Give them space to explore new ideas and experiment.
– Create a work environment where creativity and innovation are encouraged and valued.
Social Initiatives and Sustainability:
– Involve them in initiatives that go beyond strict business goals, such as environmental projects, volunteer work, and other social initiatives.
– This helps them develop a sense of purpose and connection.
Feedback and Recognition:
– Gen Z expects regular feedback on their performance. They want to know how they are doing and where they can improve.
– Recognition for their contributions is important.
– Be open to their feedback, as they can offer a fresh perspective.
Mentorship and Leadership:
– Offer mentorship programs where young employees can learn from more experienced colleagues.
– This not only promotes their professional growth but also their engagement and loyalty to the company.
Empathetic Leadership:
– For Gen Z, leadership is not just about achieving goals but also about showing empathy and understanding their personal and professional challenges.
– Leaders and entrepreneurs who listen and offer support can count on loyal and motivated employees.
Generation Z brings a fresh perspective to the business world with their digital skills, desire for flexibility, and strong ethical values. By understanding what drives them and providing an environment where they can grow and innovate, companies can inspire and engage this new generation.
Depending on the type of organization where these Gen Zers are hired, it is important to pay attention to the above characteristics in the boardroom. What can and should be adjusted within the organization to ’embrace’ this generation?
Are you part of Generation Z? I’m curious about your reaction to this article. Do you recognize this? Is there anything missing? I’d love to learn from you.
Do you lead an organization? I’m also interested in your experiences.
Contact me here.
