2019 - New Leaders - Gen Z rooks

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Get Ready For Generation Z

There was a time not that many years ago when training classes were filled by Baby Boomers complaining about their Generation X subordinates. Just a few years later, classes filled with Gen X supervisors were complaining about Millennial subordinates. Now the Gen Z employee (born between 1996-2009) is starting to enter the work force, and believe it or not, that may be good news for individual supervisors and their organizations.

Gen Z employees grew up in a time of constant change and frequent crisis. School shootings, terrorism, natural disasters, and financial instability seem commonplace to this generation. It has given them a sense of caution, a realistic approach to life, and a desire to make a difference. Unlike other generations who were told they could be anything they wanted to be (and wanted it all on day one), Gen Z employees are likely to be a little more realistic.

Although generational stereotypes are not accurate for every individual, they can give supervisors a little insight to better engage with their employees. Here are a few generational traits supervisors should know about their Gen Z employees;
They are entrepreneurial. Teach them to think and problem solve. Allow them to take ownership of projects (no matter how small) that further the organization's mission. They will make mistakes, learn from those mistakes, and strive to succeed with a project you allowed them to develop. Their learning is different than yours.

Believe it or not, they are hungry for some traditional communication. Even though they grew up with and are skilled in using technology to communicate, they may do best with meetings, face-to-face communication, and other forms of human interaction.
But be watchful of those who prefer to work individually. While they can be an effective part of the team, they do not crave group collaboration like some of their older coworkers. They prefer individual tasks so they can be evaluated on their own achievements.

They want a voice. Do not dismiss their ideas, opinions or suggestions because they are young. Allowing them to contribute helps build their commitment which is not different from previous gens.

This gen is more accepting of diversity. They grew up in a time where diversity is the norm. This is a non-issue for them, and they are more likely to judge people by their competence rather than any other factor.

They do not generally fear authority. They have been taught to collaborate rather than fear their superiors, but their indifference is not defiance. Do not try to manage them by fear.

This gen wants meaning. This is an employee who may have a desire to do more than just show up for work and collect a paycheck. They want to make a difference, and they want to be valued. Work to communicate the organization's mission, and their role in accomplishing that mission.

They absolutely crave personal feedback. They do not want insincere flattery. They want to know if they are doing a good job, and if not, they want to know what and how to improve. Annual evaluations alone will be insufficient to fulfill this employee's desire for feedback. Way too much on the internet/tech for them, they want personal positive motivation.

TIP: Gen Z employees want to make a difference and want to succeed. Their success (and commitment to you) can help you succeed as a supervisor. Don't just use what you were taught, this is a new gen - use it to your advantage.

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good stuff...keep it coming