The workforce is constantly evolving due to the influx of new generations and the retirement of the “Baby Boomer” generation. Currently, millennials make up about 37% of the workforce, but the presence of “Generation Z” is quickly making itself known throughout many industries. Employers who are looking to remain competitive must be able to effectively manage a Gen Z workforce to remain successful. You may be surprised to find out that your Gen Z coworker is hustling more than you think despite that Gen Z haircut.
Because of the decade in which many Gen Z were born, they will become more integrated into the workforce as generations that have long made up the majority of the workforce continues to age. Managing a Gen Z workforce can be different than managing other generations because:
- They are highly independent and crave autonomy in their jobs.
- They are used to a plethora of information readily available via the internet.
- They often have a global perspective, which can bring a unique insight to companies.
- They have grown up in an era of increasing economic insecurity and other looming concerns such as climate change, social unrest and a distinctive Gen Z haircut.
- They prefer to receive feedback regularly and on a timely basis.
- They value flexibility in their workplace and like to be able to navigate different roles.
What is Generation Z?
Generation Z, also known as the iGen or Post-Millennials, are those born between 1997 and 2012. This decade saw the birth of many digital natives, who are incredibly comfortable using technology. American Gen Zers are also the most diverse generation in history, with 48% comprised of Hispanic/Latinx, African American, Asian American, Pacific Islander (AAPI), or another non-white racial group thus the creative Gen Z haircut.
Managing a Gen Z Workforce
Understanding what motivates Gen Zers is essential for successful recruitment and management, just as it is with managing millennials in the workplace. Most of them are driven by the idea that they can make a meaningful impact in their work, with some even holding higher expectations than millennials. They also place a high value on flexibility, creativity, and collaboration, favoring employers who prioritize these values. Given the decade in which many Gen Z were born here are some ways to connect with and better manage this workforce:
Provide meaningful feedback: Gen Zers crave feedback and regular updates on their performance. Providing regular feedback and performance reviews allows them to understand where they need to improve, fostering a sense of accountability and ownership.
Lay out clear expectations: Gen Zers appreciate structure and clarity when it comes to expectations for the job. Setting clear boundaries from the start will help to ensure that they understand what is expected of them and how their work fits into the big picture.
Foster creativity and collaboration: Your Gen Z coworker is hustling, are extremely creative and value collaboration. Encouraging team members to come up with new ideas and solutions not only boosts morale but also allows for innovative problem-solving.
Be flexible: Gen Zers are used to having immediate access to technology and information. Being open to flexible work schedules and remote work will help them feel more connected with the team and their roles.
Embrace their skills: Gen Zers have a unique set of skills that need to be embraced and utilized for businesses to remain competitive. Understanding their strengths and weaknesses will help to create an environment that takes full advantage of their skills.
By capitalizing on Gen Zers’ unique qualities, employers can create an environment more conducive to their success. After all, effective management of a Gen Z workforce will help to ensure that businesses remain competitive and successful in the long run. With Your Gen Z coworker is hustling with that Gen Z haircut, now is the time to take advantage of this new generation’s skills and perspectives while positioning your businesses for future success.