As a millennial, I have to come to terms with the fact that I'm not the newest generation on the block anymore. And I've discovered that Generation Z and millennials aren't very much alike when it comes to our digital environments. That's because they are digital natives and we discovered the wonders of mobile devices at a later age. However, in that time a lot has changed in terms of how this reliance on technology has created a different perspective on work.
In some respects, these differences have provided me with a better understanding of how older generations felt when millennials came along. They didn't get how we worked and thought we didn't really want to work. In reality, we do want to work. We just see and do it differently.
The same goes for Gen Zers. As they start entering the workforce, there are significant differences in how they work compared to millennials. These differences should be understood to ensure everyone can work together effectively.
Challenges And Benefits With Generation Z
First, the tough stuff with Gen Z that needs to be addressed. In the report Meet Generation Z, author Bruce Tuglan notes a few challenges with how Gen Zers have been raised which could impact how they work. Being surrounded by information and helicopter parents, this generation is tech-savvy yet doesn't have strong interpersonal communication, critical thinking and decision making capabilities. Parents that have not given their kids enough independence and added to their sense of entitlement, paired with nonstop digital distractions, have led to a generation of workers that are problematic for older workers to understand.
The differences have created some strong opinions about Gen Z. For example, a Society for Human Resource Management survey noted that nearly half of human resources professionals believed that 2013 college graduates lacked professionalism and work ethic, and 29% said these graduates did not have critical-thinking and problem-solving skills.
However, there are some other very notable, positive aspects of how Gen Z thinks and works. According to the Gen Y and Gen Z Global Workplace Expectations Study, they are much more entrepreneurial and likely to want to start their own businesses. That means many may be startup founders while others might join the gig economy, preferring to work at their own pace and without direction from others.
Additionally, the study showed that they are not as motivated by money as they are by social cause or specific purpose when it comes to the work they want to produce. Other influences include a desire to keep learning and bettering themselves, tied to the idea of making the world a better place.
How To Manage These Differences In The Workplace
Just because those are common behaviors of Gen Zers doesn't mean everyone from that generation will fit the stereotype or be among the least productive members of your team should you hire them. In my opinion, they just need a different type of attention, training method and communication style.
For example, while any worker can appreciate that you provide a structured job description and list of responsibilities, Gen Zers need one that is even more specific in what you need them to do. This can help address the lack of critical thinking skills and easily distracted behaviors. Even putting the information in a private social media group can appeal to how they access information and interact with others. That means, don't send them an email or give them printed information with these responsibilities because it won't be as effective.
The fact that Gen Zers are more aspirational in their career goals means you have the advantage of finding flexible talent and enticing them with a real purpose rather than the biggest paycheck or greatest perks. However, you'll need to constantly challenge them and give them a lot of different things to do to compensate for a shorter attention span and the desire to always learn more. Even monthly one-on-ones with your Gen Z talent to discuss their goals and roles can help keep them engaged.
Also, Gen Zers often want to contribute and be heard, so make sure your culture is directed at this level of participation before you hire anyone from this generation. You can also reach out and ask for their opinions in meetings and online through feedback mechanisms. Allow them to have their own projects to work on that don't require the involvement of others. Having been raised in somewhat isolated environments with less socialization means they are used to working this way. If you are a micromanager, this may be challenging at first. However, I got used to it quickly and enjoy that I have such independent team members.
Change Your Talent Selection Process
Most importantly, when seeking out talent from this generation, you have to alter your hiring process. It's not all about college degrees because many Gen Zers may not have these. Instead, they could have been homeschooled and acquired self-taught skills through online courses and certificates. Whether you have an HR team or you do your own hiring, it's important to change the perspective on what defines a capable team member -- and it doesn't have to be a degree.
Instead, the hiring process is about focusing on where they can fit on your team in terms of their ability to be self-directed, self-motivated and expand their skill sets. From there, continue supporting their personal and professional development by giving them access to more learning opportunities. Include this as part of the hiring process by on-boarding them with tools that incorporate augmented reality and other technologies that hold their interest.
Despite the differences, this next generation wants to prove itself. Gen Zers' digital connections to the environment around them can be a competitive advantage in terms of developing the right solutions and messaging for a target audience that will soon be made up by their own generation. Having members of this generation on your team will help you understand your future customers, making them well worth the investment.
