A new workforce generation is here, one raised on a completely different set of values, ethics, and morals. With the evolution of technology and social media, Gen Z has taken it upon themselves to shatter the status quo and establish distinct ideals in more than just their personal lives.
Making up about 24% of the current global workforce, this unapologetically vocal and digital generation is entering work with different expectations. That begs the question: how do we manage and motivate Gen Z employees?
Though every generation is unique, the rapid rise in technology has further exacerbated the generational gap between Gen Z and others. Gen Z’s nuances are challenging to connect with and translate into the workplace, from memes to TikTok and everything in between. However, this generation uses non-traditional communication and living methods that require non-traditional management. Good leadership starts with a more robust and in-depth understanding of Gen Z and its communication, trust, and growth values.
Communication styles vary from person to person. To Gen Z, good communication goes beyond a phone call or text message into radical transparency. Opening different communication lines allows for a safe space to ask questions, learn, and grow. That makes them feel more comfortable, fortifying their personal and professional growth.
As the social media generation, Gen Z needs community and trust.
Because Gen Z is socially branded as children, they are often overlooked and undermined. Motivation and encouragement are critical in building and maintaining trust with them. This enables them to gain the confidence they need to excel. Furthermore, as a manager, providing oneself as a resource for questions will not only boost Gen Z’s confidence but also create a supportive environment in the workplace. Additionally, by encouraging open communication, managers can further enhance this confidence, ultimately leading to greater success in their roles.
As digital natives, Gen Z’s lives have been broadcast for the world to see. This transparency has allowed their voices to be amplified, leading to a rise in “cancel culture.” Though cancel culture can be toxic, however, Gen Z’s need for accountability and growth stems from prioritizing values at work.
Facilitating a type of environment where growth is a priority allows Gen Z to learn from its mistakes and create a growth culture. Ultimately, the goal is for Gen Z to adapt, pivot, then utilize the knowledge they gain to grow.
Managers can better manage and retain this amazing young generation of talent by knowing what motivates Gen Z employees.
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