While there has been a lot of talk about Millennials for the last 10 years, nowadays they are starting to move out of the spotlight to make room for Generation Z. This generation, comprised of people born between 1995 and 2015, is known for their pragmatic worldview, for craving engagement, and having grown up almost completely on technology.
Where Millennials lived through idealism during the relative calm of the ‘80s and ‘90s, Generation Z matured in a world frequented by acts of terrorism and economic uncertainties. This means Gen Z views the world in a much different way, so businesses have to be prepared to adjust and modify their practices. Let’s explore how.
Handling high levels of stress
Although Generation Z grew up in a stressful environment, this doesn’t that they need to work in it also. Future Workplace study named stress as the greatest obstacle keeping Gen Z from performing higher – 37% of them feel hindered in their development due to stress and approaching burnout.
And oh my, is stress stressful. So much, in fact, it’s been called “the health epidemic of the 21st century”. Why? Because it results in headaches, dizziness, muscle tension, and fatigue. This makes employees less focused and in turn less productive, and leads to rising healthcare costs and sick days taken.
One of the best ways to help your Gen Z workers deal with stress is workplace flexibility, with 75% of them calling it their top employee benefit. Flexible working hours, longer breaks and more vacation days can go a long way regarding employee satisfaction and it guaranteed that your business will experience long-term benefits from such measures.
Adopt new technologies
As the workforce demographics change, the need to implement social and digital technologies rises. Although Gen Z and Millenials want such tech, they also fight with the distractions they cause. But the entry of Gen Z into the workforce made one thing clear – executives will have to meet the needs of the digital native generation. Gen Z tends to be increasingly spread out. They will work from various locations, travel more on their jobs, and desire to stay connected 24/7.
To help them with this, employers can, for instance, adopt employee income cards solutions. An income card automates the entire payroll process and integrates with any payroll service provider. Moreover, it represents an excellent, digital-based way to pay Gen Z employees who work remotely or travel on their jobs.
Managing the Gen Z employees
When it comes to managing Generation Z, the employer has to think of more modern and different ways to lead them. Gen Z is different than previous generations. They are more creative, and hence often prefer to work more independently on projects and “own” them rather than being in the lowest level of the corporate hierarchy, prepared to put in the effort in a job they don’t like for some rewards later on.
Also, keep them interested in their work. Most Gen Z-ers aren’t into climbing the corporate ladder, so this approach likely won't work with them. It’s all about being more dynamic in the way projects are managed and tasks are dished out. Work on funnelling the creative side of Gen Z to the benefit of your business. They love to see the evolution of an idea from the beginning to finish. Provide them with the opportunity to be a part of this.
Emphasize human connection
Although they’re known as the tech generation, Generation Z places an enormous value on face-to-face interactions – more than 73% prefer face-to-face interaction than other forms, citing a bigger value on effectiveness rather than convenience.
In other words, there is a need to avoid a classic management concept. It teaches there shouldn’t be any friends between the executives and their subordinates. However, the opposite is true when it comes to Gen Z. You’ll need to connect with them on a more personal level.
Every new generation grows up in different socioeconomic circumstances, which makes them view the world (and interact with it) in a radically different way. As Generation Z craves technology, personal connection in business, and the chance to lower work-related stress, employers must be prepared to adjust and reevaluate their practices.