From baby boomers to Gen Z, each generation of employees has its own points of view. The reason behind this is simple. Each generation was raised in a different environment, with a unique set of values and beliefs.
According to a 2021 Gallup poll, Gen Z and millennials represent 46% of the full-time US workforce, and that number will only grow. Those generations are becoming a moving force in the global labor market. Yet, many modern companies are still managed by people who are older and have different standpoints.
Today’s workplace has become a smackdown between Gen Z, Millennials, and older generations. With such a diversity, it’s crucial to prepare the workplace for each generation, including Gen Z and Millenials.
But before we can really apprehend how to help them integrate into the workforce more effectively, it’s important to understand who they are.
Where Millenials End and Gen Z Begins
According to Pew Research Center, anyone born between 1981 and 1996 is considered a Millennial, and anyone born from 1997 onward is part of a New Generation.
Most Millennials came of age and joined the workforce facing the height of an economic recession. Most Millennials first started working during the internet explosion era. Thus, Millennials are the first digital natives' generation who feel at home on the Internet.
Generation X, on the other hand, grew up as the computer revolution was taking hold. What is unique for Generation Z is that all the above have been part of their lives from the start, they’ve experienced the evolution.
Now that we know who they are, let us discuss how to prepare the workplace for Millenials and Gen Z.
Now, it’s time to check how to prepare space for the Genzers!
Embrace Technology
Millennials and Gen Z are two different generations, but one thing unites them - love for technology.
These younger generations are highly tech-savvy. They prefer to work in an environment that embrace new technologies and innovation. Numbers can prove that! 91% of Gen Z employees say that sophisticated technological solutions would make them more interested in a workplace.
Modern technologies are an important factor for Millenials too. In a study conducted by Penn Schoen Berland (PSB), 42% of Millenials said they would leave the workplace because of substandard technology.
It won’t be a surprise if I say that you should embrace new technologies to attract Gen Z and Millenials. Equipping workers with the right tools will provide them with a sense of prestige and comfort in the workplace. This concerns both gadgets (laptops, computers, tablets, etc) and software. Try to utilize digital communication apps or task management programs.
Equipping your employees with the most recent devices and software is beneficial, not only for talent retention, but for business in general!
Provide Clear Feedback
Millennials and Gen Z are known for wanting clear communication and constant feedback. They were raised in a culture of hyper-connectivity and getting constant feedback from social media.
Gen Z always needs direct communication. The frequency of feedback is yet another important factor you should consider when it comes to Gen Z.
Traditional models of annual or quarterly performance feedback do not work with Gen Z. They will not wait three months to know whether they are doing alright. They’re far too excited (less patient actually) to wait that long!
Regarding feedback, Millennials have a similar mindset, but with one difference. Millennials tend to respond better to feedback that’s framed in a positive light, whereas Gen Z tends to prefer direct, straightforward communication.
Prioritize Development and Career Growth
When it comes to the workplace, one of the top priorities for Millennials is flexibility. Meanwhile, Gen Z craves stability. Two seemingly opposite goals, right? But they do have one thing in common: both embrace career development programs and training.
61% of Millennials say learning is the key to success in their careers. Millennials are motivated to learn new skills to grow. In this way, they try to open new opportunities and avoid stagnation. For Gen Z, career development is a foundation for long-term stability. They want to learn more and acquire new skills to stay competitive and be sure that they can always find a decent job!
Let Them Be Independent
Both Millenials and Gen Z can’t stand micro-management. This does not mean that they don’t need directions or general instructions. If you want them to be engaged and motivated, provide them opportunities to master problem-solving skills and boost creativity.
Let them work independently but provide guidance and feedback! Have structured programs and processes to help employees understand how they’re progressing within your organization. This includes performance reviews, recognition programs, and career maps.
To Sum
Over the next couple of years, millennials and Gen Z will become the most dominant workers in the labor market. They are motivated by different demands and don’t feel remotely attached to traditional models of work that have been in place for decades. The employers change, and their workplaces should change too!
To evolve and grow, a company not only needs to attract a new generation but also create a compelling working environment. Without a comfortable and flexible environment, your employees won’t be able to show their full potential.
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