Are your management strategies effective for the latest generation of workers? Find out with Handdy.
As Generation Z enter the workplace, there’s a lot to learn. They are the first generation of true digital natives and their outlook is understandably different to their millennial predecessors. So who’s included in Gen Z, and what are the best ways to manage your most junior staff?
Who Is Included in Generation Z?
Gen Z includes anyone born between the mid-1990s and mid-2000s. Growing up in the wake of the 2008 recession and 24/7 digital connectedness, they’re a world apart from generations that came before. While millennials and “baby boomers” witnessed the rise of the internet, social media and other innovative communication technologies, Gen Z are very much at home with the digital landscape. So what does this mean for Generation Z in the workplace?
What Are the Characteristics of Gen Z?
It’s difficult to generalise the characteristics of Gen Z — after all, every generation has an eclectic mix of personalities — but there are several common traits to be aware of. There are some interesting differences between Gen Z and their millennial counterparts, as well as a few surprising similarities:
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Work-Life Balance
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Mental Health and Well-Being
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Working Environment
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Career Development
Both generations strive for balance in their lives, preferring flexibility over a rigid work schedule. The regular nine-to-five experienced by older generations may well become a thing of the past as more companies trial four-day workweeks and forward-thinking working arrangements.
Workplace stress and anxiety are most common in the youngest generations. Both millennials and Gen Z seek employment that facilitates their well-being, as burnout amongst the former group has become a pervasive issue in the modern working environment.
Millennials may be more open to collaborative working environments, having experienced several years of office-based work pre-pandemic. On the other hand, Gen Zers graduated and entered the workplace in the midst of a remote working revolution and are advocates for permanent flexible working.
Gen Z have taken the lead of job-hopping millennials and, with a desire for balance and positive impact in the world, aren’t shy about their intentions. Job transitions are up 80% year-on-year, and with a post-pandemic economy to deal with, businesses are working hard to retain their staff.
Generation Z is proving an interesting challenge for management. What tactics and strategies can be implemented to drive success?
How to Manage Gen Z Employees
The modern workplace relies on increasingly dextrous management strategies. In the wake of the pandemic, working remotely is the new norm, but reduced face-time with managers and coworkers has the potential to hinder the development of professional relationships.
Here’s how to bring out the best in your youngest staff:
1. Encourage Accountability
Gen Zers like to take on additional responsibilities within their roles. When provided opportunities to make a positive impact, they’re more likely to stay with a company to develop. Use employee tracking software to facilitate remote working while avoiding undue interference from management. This will help shape your younger staff into well-rounded, accountable, and productive individuals instead of meandering uncommitted employees who always have one eye on the door.
2. Offer Job Security
Most of Gen Z have experienced a turbulent start to their careers amidst the global pandemic. The dismantling of conventional working conditions — coupled with the great resignation that swiftly followed — has meant Gen Zers favour stability. Their millennial counterparts may have been more open to job-hopping, whereas Gen Z typically prefers to develop by “role-hopping” within organisations that support their development.
3. Mix Up Your Communications Strategy
Growing up in the digital age, Gen Z is well-versed in virtual communication, but this is a double-edged sword. It’s been reported that over 75% of Generation Z prefer to have difficult conversations via text, making delivering feedback a delicate task. Opt for Slack messages or email rather than calling younger employees out of the blue to help them learn and develop without causing them undue stress. Make sure your feedback is delivered accurately with detailed analytics available with Handdy so you can pinpoint areas for improvement.
Supporting the Future of Work
Your most junior staff will succeed if you tailor your approach to suit their unique, forward-thinking requirements for development. If you apply the same communication and management strategies as their predecessors, you’re likely to see a high staff turnover amongst your youngest employees. Instead, bring your workforce management up to date with Handdy and help your employees succeed in the modern workplace.
Want to get the most out of your junior employees? Start a free unlimited trial of Handdy today and find out how your organisation could benefit from all-in-one workplace management software.
