Gen Z. iGeneration. Homelanders. Re Gens.
No matter what you call them, one thing is certain: a new generation of talent is flooding into the workplace! This young and talented cohort:
- consists of individuals born in the mid-90s to the early ’00s;
- is characterized as independent, stubborn, pragmatic and always in a rush;
- has grown up (and is very comfortable) with technology, social media and the internet;
- is used to having everything, everywhere, immediately;
- tends to be more socially aware, fiscally conservative and environmentally responsible.
As you can see, they’re vastly different from their workplace predecessors – and they’re bringing a wealth of disruptive changes with them:
They need to be managed differently.
With significantly different priorities, tendencies and skills, Gen Z will spur an entirely new management dynamic. Here are a few quick tips for the millennials who will be managing them:
- Communicate face-to-face, when practical. Despite being connected to technology 24/7, research suggests that young workers prefer in-person communication with their bosses.
- Encourage teaching in both directions. Cross-generational mentoring strengthens bonds with younger employees, while enabling them to impart their tech knowledge up through the organization.
- Create many points of contact. Younger workers want more feedback and more meaningful projects. Teach more senior employees to delegate effectively, communicate frequently and provide the constructive advice Gen Z craves.
- Combat negative stereotypes. Maintain an “open-door” policy and listen carefully in the face of conflict, to better defuse inter-generational tensions and build consensus.
They’re willing to work hard for a paycheck.
Homelanders grew up during the Great Recession, with many watching their parents struggle financially. What’s more, they’ve come of age in an era overshadowed by massive college debt and a questionable future for social security. As a result, this generation is willing to work for their living and create their own long-term financial stability.
They want to work in their dream jobs.
Gen Z is interested in working for employers or causes they’re passionate about – even if it means being paid a little less. The good news? If your company provides clear paths for growth and meets their need for work-life satisfaction, they’re likely to be loyal. The bad news? If they feel stuck, members of Gen Z are very comfortable jumping ship in favor of opportunities where they can truly make an impact.
Need innovative, tech-savvy, hard-working people?
Contact your local PrideStaff office today. With a national network of offices and proven recruiting strategies, we can quickly connect you with the best talent from every generation.