Pandemic, skills shortages, recession and a new generation of employees – the world of work is changing. However, new generations, in particular, also create opportunities for companies, provided they are managed by professionals who can adapt to their needs.
And this is the crux of the matter. Millennials and now increasingly Generation Z, or GenZ for short, no longer want managers who simply give them jobs to do. They want leaders and mentors who will give them a target and work with them to achieve this – but only during working hours. There has been a shift in priorities and values, and this looks set to continue.
What connects them and what sets them apart
There are both similarities and differences between Millennials and GenZ. Some build on each other, while others herald a change of direction. Because the generations are not homogeneous and should not be treated as such – not even within the same generation!
What they both have in common is the fact that they have been surrounded by technology for most or even all of their lives. To a large extent, GenZ is unable to imagine life without smartphones and permanent internet access.
Millennials, who were born in the 1980s up to the late 1990s, have a great deal of self-confidence and are extremely career-focused. Some of them are already in management roles. So-called ‘trust-based flexitime’, which allows a fluid transition between work and free time, is an important principle for them. However, the lives of this generation are not as heavily work-centric as those of Generation X or Baby Boomers. They also want to enjoy life outside of work, completing other projects, maintaining social relationships and indulging their hobbies.
In the case of the younger Generation Z, the priority is to live life to the full. Unlike previous generations, they feel connected less to companies and managers, and more to interesting and exciting projects. They expect clear rewards and remuneration and strict separation between work and their private life. Even more so than Millennials, their job is no longer their focus – ‘work to live’ is their motto.
While both generations strive to achieve a good work-life balance, Generation Z draws a clear dividing line. Now that Millennials have won the battle for flexible working models and working from home, the new generation takes these for granted, aiming to build on these to fight for the next cultural change, which is likely to be more radical still.
How should I manage these employees?
So how do we deal with a generation that only wants to work on its own terms, if at all?
Most of today’s managers are from Generation X and are often more target-focused and performance-driven than subsequent generations. They are also used to answering emails and messages and receiving replies outside of their normal working hours. This behaviour is frowned upon by Millennials and openly rejected by GenZ.
Managers should use the relative proximity between Generation X and Millennials to develop a better understanding of, as well as a better connection to, the younger generation. Millennials can act as a link.
The two younger generations both believe that managers must provide regular feedback but should never ‘micro-manage’. It is much better to create a sense of freedom by delegating tasks to them and giving them responsibility. It is also useful to hold weekly meetings to share information about current tasks and achievements, where the real meaning of these tasks and/or the general role they play should also be clearly communicated.
GenZ in particular attaches great importance to a clear reason for their tasks, and to projects whose purpose goes beyond purely capitalist motivation. They want their work to serve a broader vision. Ideally, they also want a manager who can inspire, motivate and excite them, thereby credibly conveying the meaning of their work. However, regardless of how constructive a task may be or how motivated their employees are, managers should not assume that they are willing to disrupt their strict separation of work and private life.
Bottom line
Sooner or later, there will be no avoiding Generation Z; Millennials have long since prevailed. Managers must adapt to these generations if they want to retain younger staff in the long term. This means it is now time to adjust your own leadership and communication style and become a mentor – don’t expect GenZ to change for you.
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