Inspiration…100% Generation Z
Generation Z members are willing to put in hard work; they don’t mind putting in long days or working off-hours. But there’s a catch: It has to be meaningful work. If you don’t want to waste their time, offer flexible schedules and let them do hands-on work.
Generation Z may lean more toward security and money. This is a pragmatic generation — they care about making a difference, but are ultimately motivated by ensuring they have a secure life outside of work.
Research conducted by Gen Z gurus David Stillman and Jonah, his 17-year-old son, shows that Gen Z is more independent than previous generations.
Jonah explains that the generation’s biggest difference is its self-sufficient and competitive approach, which will throw off workplaces that have recently accommodated “millenials” preferred collaborative style.
One big point of contention? Open offices, which millennials love and Gen Zers loathe.
Harvard Business School just released a study, proving that the open space office model decreased the face to face contact by 70 %, encreasing digital communication instead.
In other words, provide private offices and offer more autonomy. Additionally, you may want toencourage healthy competition by using gamification, rewarding your best performers, setting stretch goals, giving honest performance feedback and finding opportunities for play.
Gen Z also understands that there’s a need for constant skill development in order to stay relevant. Their parents likely taught them the importance of working hard, and that no one will hand them their success. This generation is willing to work hard, but they expect to be rewarded for it.
The opportunity to learn from experienced people they respect is one of the most important qualities Gen Z looks for in the type of work they engage in.
The best way to achieve that is to offer ongoing training and advancement opportunities. For this to be effective, use a blend of live and virtual programs. This is because a majority of Gen Zers prefer in person communication with managers. At the same time, Gen Zers are true digital natives, spending an average of 3,5 hours daily on their smartphones.
Unlike traditionalists, this generation isn´t motivated by titles or climbing the corporate ladder.
One way to achieve this is by allowing your Gen-Z employees to have complete ownership of a project they can implement from start to finish. Give them clear expectations and guidelines from the get-go, and watch them take initiative. Gen Zers have a entrepreneurial spirit. 76 per cent consider themselves highly entrepreneurial, with almost half being interested in starting their own company. You encourage them to stick around by creating a culture of entrepreneurship.
Many of the G Zers of them are skipping higher education, and move straight into the workforce. They’d rather avoid the years of debt and try one of the newer, more affordable options.
You could also allow employees to work on personal projects. Google, Apple, Facebook have implemented some form of personal project. The result for Google was Gmail and AdSense.
This not only allows your Gen-Z talent to follow their passions, but it could also boost your company’s bottom line.
Forget the annual or even quarterly performance reviews. Gen Zers demand frequent performance conversations with their business leaders.
They’ve grown up with constant and frequent communication, thanks to texts, emails and social media notifications. Like their older brothers and sisters, this generation wants to make a difference. They also prefers to work for employers who are socially responsible.
This is a win-win for business owners. Instead of waiting until college to recruit this generation’s members, you can get them involved by interning with your socially responsible company.
They have a chance to make a positive impact, while you get to scout the most motivated and talented individuals before anyone else.Even if there aren’t interning opportunities for high school students at your company, have your current Gen Zers give back to the community.
This could be having them start, manage or run a social responsibility program for your company.
Generation Z is on the verge of making a splash as big as the millennials’, but you have to make sure you don’t squander your opportunity to make the most of their talent.
By understanding what motivates Gen Zers and taking their perspective into account, you can make a case for the most talented to join your team.
These young people have always lived in a connected world, and they’re used to constant updates from dozens of apps. Switching between different tasks and paying simultaneous attention to a wide range of stimuli comes naturally to them.
* More about Generation Z, click on a link below