Now that you’re used to managing millennials, it’s time to introduce Generation Z. Defined by the Pew Research Center as those born in 1997 and after, these young professionals are just starting to hit the workforce.
Five Tips to Manage Generation Z
Provide Growth Opportunities
Generation Z places a true value on knowledge. They care about money, but it doesn’t guide their job choices. In fact, they prefer meaningful work over high-paying jobs that aren’t fulfilling. Therefore, the best way to keep them engaged is to provide frequent opportunities to learn and grow.
Make Time for Face-to-Face Conversations
Unlike Millennials, who prefer to chat via email and instant message, Generation Z wants to talk in person. Keep them happy by scheduling regular face-to-face meetings. Give them ample opportunities to share their thoughts and opinions, because they want to feel heard. Spending time together will strengthen your bond and make them feel appreciated.
Emphasize the Impact of Their Work
Young and ambitious, Generation Z wants to do work that matters, just like their millennial peers. When assigning projects, get them excited by explaining how their efforts will contribute to overarching company goals. Even after their work has been completed, keep them updated on the results, as this will make them feel fulfilled.
Assign Individual Tasks
Millennials prefer working in groups, but Generation Z doesn’t share this fondness. These workers would rather complete tasks independently, so when possible, divide assignments among individuals.
Take Them Seriously
They’re new to the workforce, but Generation Z has a lot to offer — and they expect you to listen. If you brush them off or otherwise make them feel undervalued, they’ll move on to another employer willing to take them seriously. While they don’t have a lot of work experience yet, this forward-thinking group offers a fresh perspective that can help your company gain a competitive edge.