5 Steps to Empower Gen Z in the Workplace: Unlocking Gen Z Potential
Bridging the Gap:
Aligning with Generation Z in the Workplace and Empowering the Workforce of Tomorrow.
In today's ever-evolving workforce, managers are encountering new challenges as Generation Z (a.k.a. Gen Z) has grown up and joined the professional world. According to CNBC.com, Gen Z consists of the largest demographic of young people in history, estimated to be about 1.8 billion in population. Gen Z loosely refers to the group born between the mid-1990s and the early 2010s. The oldest members of Gen Z would be in their mid-twenties and entering the workforce.
In the coming years, employers will see a significant influx of Gen Z individuals transitioning into the workplace, and they will eventually be our future leaders. As Gen Z enters the workforce, they bring a distinct set of traits that widen the generational gap between them and the current style of management. It is common for every new generation to feel misunderstood by the previous one, and Gen Z is no exception. According to a survey by Resume Builder, “74% of managers and business leaders find it challenging to work with Gen Z compared to other generations.”
Managers find Gen Z challenging due to perceived deficiencies in technological skills (39%), effort (37%), motivation (37%), and other traits.
The top three reasons are that they lack technological skills, motivation, and effort. And these are coupled with a tendency to be easily distracted. They are, after all, a generation of YouTube and TikTok. According to Resume Builder, in a survey of 49% of managers who found Gen Z difficult to work with, 20% fired a Gen Z employee within a week of their start date, while 27% fired them within a month.
Even though the survey portrays Gen Z in an unfavorable light in the workplace, they do possess some admirable traits. Gen Z stands out as the only generation deeply immersed in technology. While they may not have all the technical skills, they demonstrate a remarkable ability to quickly adapt to innovative technology as if it were their natural talent. Moreover, Gen Z is the first generation to wholeheartedly pioneer embracing and advocating for inclusion and diversity. They also possess a strong desire to connect with companies that align with issues that matter to them, such as social and environmental causes. Additionally, they spearhead the drive for work-life balance and seek a flexible work environment like those found in many European countries. For context, the U.S. ranked number 13 in the chart covering countries with the worst work-life balance, according to statista.com.
What is work-life balance:
The key to a healthy work-life balance lies in the time spent at work and on personal hobbies and leisure activities.
As an Introspective Analyst, I analyze the inner perspective of individuals and utilize their personal and professional experiences to gain insights. This process helps clients understand the root causes of their problems, enabling them to take control of their lives and make conscious decisions. By understanding their true selves and the reasons behind their decisions, a person can make conscious decisions in their lives rather than feeling like victims of their circumstances. In recent years, I have worked closely with Gen Z clients and gained valuable insights from analyzing them.
First, Gen Z lost their sense of normalcy during their formative years due to the global pandemic, which led to social isolation and reliance on digital connections with others. Their primary source of information about the world came through screens, which also exposed them to environmental issues, climate changes, and political and social unrest. According to the American Psychological Association, “Nine out of 10 Gen Zers have experienced some type of mental health problems. They are three times as likely to deal with suicidal thoughts, depression, and addiction compared to the baby boomer generation, and social media is a common contributing factor.” As a result, Gen Z faces challenges related to mental health, social skills, and/or employment. On top of that, many face awkwardness that comes from a lack of face-to-face interaction skills. All these factors contribute to their negative reputations in the workplace.
During the pandemic, Gen Z experienced remote learning and witnessed their parents dealing with the stress of work life and the integration of home life. Traditionally, there was a separation between work and home life. Children were not exposed to work stress normally, but with the parents working from home and trying to balance work and home, more children experienced their parents’ stress firsthand. Such experiences shaped their perceptions and values about home and work, as well as their strong desire for work-life balance.
Second, Gen Z seeks to work for companies that align with their values. They are of a generation facing much polarization when it comes to the climate crisis and social issues. They have a strong desire to break away from the practices of previous generations, whom they believe are at fault for creating the current unsettling world situation. However, due to their limited life experiences, they may struggle to figure out how to make these changes on their own. Even during my sessions with Gen Z clients, I cannot fully analyze their life patterns or behaviors because of their limited exposure to and experiences with life. Nevertheless, by working closely with Gen Z clients, I have learned to mentor them and introduce soft skills, emphasizing their impact on others. Managers and corporations must understand how to effectively manage and mentor Gen Z employees if they want to grow with the largest working population group. Thus, it is crucial to invest in learning how to support and guide them for the benefit of all. I genuinely believe that the older generations can provide valuable insights into nurturing the potential future leaders of our society. Here is a list of five suggestions that I have learned to apply to my Gen Z clients to communicate more effectively with them.
Mentoring and Human Connection: Rather than viewing Gen Z as incompetent, it is essential to invest in their development and encourage human connection. By taking on the role of mentors, managers can help groom Gen Z employees into the workforce they envision. This investment not only creates a positive relationship but also earns the respect and loyalty of Gen Z employees by making them feel accepted and understood. This will foster connections and eventually the value of teamwork. Even creating peer support networks or buddy systems among the employees can provide a sense of community and inclusion with their colleagues.
Clear Expectations and Guidance: Gen Z are natural learners, but they lack soft skills. As future employees, they will thrive with clear expectations and guidelines. Instead of assuming they have certain social and communication skills, managers should provide explicit instructions and mentor them in social interactions. By spelling out tasks and providing step-by-step guidance, Gen Z individuals can feel more confident and capable in their roles.
Empathy and Flexibility: Understanding the mental challenges that Gen Z faces, such as anxiety and depression, is crucial for managers to encourage and give them constructive feedback. Gen Z is uncomfortable with negative criticism, but, when necessary, calmly and clearly explain exactly what the problem is and how this can be avoided in the future. By demonstrating empathy and flexibility, you can create a more supportive work environment and offer non-judgmental help when problems arise. This will foster trust and a positive working relationship.
Emphasize Values and Purpose: Gen Z individuals are motivated by ethical companies that align with their values and contribute positivity to the world. To engage and retain Gen Z workers, organizations should focus on diversity, sustainability, and mental health initiatives. Prioritizing emotional well-being and combining it with a results-driven approach can increase overall productivity. This also includes having flexible work-from-home and office days, which shows Gen Zs that you value their well-being because they can manage their personal and work commitments effectively, which helps them reduce stress.
Personalized Motivation and Accountability: Show them they are valued by encouraging open communication with Gen Z. Recognizing them as individuals will encourage professional growth. Managers should provide personalized motivation and accountability with positivity. Regularly engaging in discussions, coaching, and asking them questions can foster a sense of purpose and encourage a learning mindset.
Gen Z presents new challenges in the workplace, but they are full of potential and could grow to become ideal employees with the right guidance. Managers can empower and groom Gen Z by investing in their development, offering guidance, and creating a supportive environment. Corporations should implement a new training system for effectively guiding managers with mental health issues to recognize signs of struggle with compassion and understanding to effectively transition new interns and entry-level workers into the office. Foreseeing that the new workforce will have mental health issues, implement supportive measures such as Employee Assistance Programs (EAPs) with confidential counseling and support counseling services. Just expecting Gen Z to adapt to a new work environment will only create friction for company growth. By embracing their unique traits and values, Gen Z can contribute to a harmonious and productive multi-generational workforce. With understanding and care, Gen Z can grow into the excellent leader of tomorrow.
