BY Kathy Crosett
Gen Zers will make up 30% of the workforce within the next five years. As with every generation that has come along, these team members bring unique qualities to work. Not surprisingly, managers struggle to effectively manage them.
What Perplexes Managers About Gen Zers
Employers are hiring Gen Zers. But they are also letting these employees go. Why?
A new Intelligent survey underscores the disconnect between employers and Gen Z employees. Managers report the following problems with their Gen Zers:
- Unsatisfactory performance 75%
- Lacking motivation 50%
- Lacking professionalism 46%
- Lacking communication skills 39%
These distressing numbers suggest that there’s a failure to effectively manage the younger members of the workforce. Part of the failure is likely linked to managers not understanding the motivations of the Gen Z team members.
Motivation
Getting to the heart of an employee’s motivation is essential. And managers can access this information through careful reading of their employees’ psychometric assessments.
Some employees are highly motivated to learn new things. With that mindset, they may not perform well in a job filled with routine tasks. A little extra effort to change up job duties can positively impact attitude and output.
After spending resources to recruit and train these employees, managers should invest in them. Understanding what an employee is interested can help managers decide the type of training to offer.
In one-on-one meetings, managers can provide assurances to team members. When a managers lay out a training schedule or a career path, they are showing their employees the future.
Communication Skills
Managers also complain about their Gen Zers’ communication skills. While every generation brings new vocabulary into the workplace, managers should set guidelines regarding communications.
The Gen Z generation was specifically impacted by the recent pandemic. In some cases, these team members spent up to two of their formative years in lockdown. They were not exposed to typical social settings and rules of engagement.
Before giving up on Gen Z employees, managers can work with them in one-on-one meetings. These employees want to advance their careers. Once managers define the boundaries of good communications, Gen Z team members will improve.
Technology
Gen Z sometimes has a bad reputation when it comes to technology. Managers become frustrated when their Gen Z staffers aren’t always on board with the latest developments. For example, only 63% are AI-faithful. In fact, many have a “wait and see” attitude about AI, according to Cheryl Tyler’s survey of her employees.
The Gen Z Perspective
To effectively manage Gen Zers, supervisors should consider their perspective.
We live in an era where young people confidently establish their brand. They’ve been taught to be their authentic selves.
Fit
Part of the Gen Z self-awareness means wanting to work for a company with a mission they can believe in. This aspect of an employment arrangement is all about company fit. Ensuring a good fit before making an employment offer is mandatory.
A candidate’s psychometric assessment results can help you gauge fit. If a candidate scores poorly in serving and supporting others, probe the topic during the interview process. You may need to move on to other candidates in the case of a poor fit.
DEI
Employers should understand that Gen Z is the most racially and ethnically diverse group we’ve had in the U.S. For them, diversity, equity and inclusion (DEI) initiatives are personal. They don’t expect to be held back because of their gender or race.
In our current political climate, some companies have changed their DEI position. They have stepped back from the aggressive stance they took during the recent period of social unrest. Sending mixed signals won’t meet with Gen Z approval.
Work Location
Managers fear that their Gen Z employees want to work remote. The truth is that most of these younger employees prefer a hybrid work arrangement.
They understand that they need “opportunities for learning, collaboration, and culture building.” These are the kinds of activities that succeed in in-person environments.
To effectively manage your Gen Z employees, take the time to get to know them. Instead of judging them, commit to helping them learn and adapt. You may learn something in the process.
Photo by Anna Nekrashevich on Pexels.