With a short scroll on the corporate accounts on TikTok or Instagram reels, it is easy to fall into the rabbit hole of comedic videos highlighting the differences in how different generations approach work and perform in their roles. In many of these videos, Gen Z are depicted as embodying the recent trends of ‘quiet quitting’ and ‘the Great Resignation’. As a generation raised in an online world, they are a unique cohort that are now entering the workforce and beginning to climb the career ladder. Forbes (6) reports that Gen Z will make up 27% of the labour force in OECD nations by 2025. But how can we get the very best out of Gen Z employees?
FOCUS ON MOTIVATION
Gen Z are more likely to be motivated by growth, enjoying their work, achieving personal goals, relationships with co-workers and advancement (1). Success motivates 74% of Gen Z members, particularly when they know that it will count toward a future goal or a chance for a promotion (3).
LEAD WITH OPENNESS
Transformational leadership is strongly associated with both motivation and employee retention for GenZers (4). Gen Z want open and trustworthy leaders, who bring them into the loop on company objectives, direction and results and create valuable and positive changes in their teams.
DRAW ON THEIR STRENGTHS
Gen Z are the first generation to be raised in a world where social media is ever-present and are showcasing their superior digital skills in the workplace (7). They are also highly adaptable, enjoy working with others, and are motivated to take action to make the world a better place (5). Honesty, kindness, humour and fairness also feature in Gen Z’s top traits (3). Drawing on these strengths is essential for enacting change and allowing Gen Z employees to shine.
GUIDE THEM
As Gen Z values advancement and achieving personal goals, helping them to develop a career plan is a supportive way to develop and retain top talent in this generation (5). This plan can help them to set professional goals, map out their potential for advancement in the company and feel valued by their employer.
GET THE BALANCE RIGHT
In trying to attract and retain employees from Gen Z, promoting a healthy work-life balance is essential, particularly in the wake of the COVID-19 pandemic. According to the Workforce Institute (2), paid time-off and mental health days are important to GenZers. In the pursuit of better work-life balance Gen Z also value flexibility options, such as hybrid or remote work.
The values of Gen Z employees reflect cultural shifts exacerbated by the pandemic – increased emphasis on the importance of mental health, blurring lines between work and life, and fighting for social justice. As the oldest members of Gen Z are only 25, it isn’t surprising that they also value career advancement and strong, positive leadership, and are full of ambition for change. It is clear that this generation has the desire to perform and create a positive work environment and will thrive in companies willing to embrace their strengths and value their voices.
HOW CAN WE HELP?
We at Impact are passionate about supporting leaders to develop using their strengths to provide transformational leadership and build high performing teams. We offer bespoke leadership development programmes and masterclasses. We further offer 1-1 or team coaching to support leaders and their teams to grow and feel fulfilled at work. To find out more about how we can support you and your organisation, please click here to get in touch with us.
REFERENCES
1: Baldonado, A. M. (2018). Leadership and gen Z: Motivating gen Z workers and their impact to the future. International Journal of Managerial Studies and Research, 6(1). https://doi.org/10.20431/2349-0349.0601008
2: Generation Z in the workplace – The Workforce Institute at UKG. (2019). Retrieved April 25, 2023, from https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf
3: Grace, M. (2018). Generation Z: A century in the making. Routledge is an imprint of the Taylor & Francis Group, an informa business.
4: Lee, C., Aravamudhan, V., Roback, T., Sook Lim, H., & Ruane, S. (2021). Factors impacting work engagement of gen Z employees: A regression analysis. Journal of Leadership, Accountability and Ethics, 18(3). https://doi.org/10.33423/jlae.v18i3.4414
5: Paggi, R. and Clowes, K. (2021) Managing Generation Z. Linden Publishing. Available at: https://www.perlego.com/book/2605384/managing-generation-z-pdf
6: Staglin, G. (2022). The future of work depends on supporting gen Z. Forbes. Retrieved April 25, 2023, from https://www.forbes.com/sites/onemind/2022/07/22/the-future-of-work-depends-on-supporting-gen-z/?sh=63a2277f447a
7: Stillman, D. and Stillman, J. (2017). Gen Z Work. HarperCollins. Available at: https://www.perlego.com/book/587904/gen-z-work-pdf
