By Paa Kwesi FOLSON
There always comes a point in time where the topic of ‘generation’ becomes increasingly important and nearly impossible to evade or ignore, and we are currently in those times. The world of work is facing an incredibly imperative situation; the influx of the Gen-Z. In this article, my aim is to provide organisational leaders in any capacity a clear roadmap on how to support their Gen-Z employees and subordinates to earn their full engagement in order to get the best of their efforts, while being able to retain them by keeping them happy and motivated.
Unlike previous generations, Gen-Z’s are born in the digital age – between mid-1990s to early 2010s – and they are now occupying an increasing share of the labour force. However, the glaring challenge is that many organisations are fundamentally ill-equipped to motivate, retain and harness the unique set of skills, talents and potential of Gen-Z’s; therefore, rendering Gen-Z employees unable to contribute significantly to the progress of organisations.
My goal here is simple, I will outline the defining traits and characteristics of the Gen-Z; then I will outline 5 simple ways to go about the effective management of Gen-Zs. Ready? Let’s go!
Here are some common traits
- Tech-savvy: Having grown up in the digital age, they are often described as digital natives comfortable navigating various digital platforms and tools. This proficiency with technology presents both opportunities and challenges in the workplace. On one hand, Gen Z’s tech-savviness can drive innovation and efficiency as they are quick to adopt new digital tools and find creative solutions to problems. On the other hand, it may also lead to potential distractions and difficulties in maintaining work-life balance if not managed effectively.
- Preference for flexibility: Flexibility is paramount for Gen-Zs when it comes to work arrangements. This generation values flexibility in terms of scheduling, location and work-life balance. Remote work and flexible hours have become increasingly important considerations for Gen-Z job seekers, especially in light of the COVID-19 pandemic.
- Entrepreneurial spirit: Gen-Zs exhibit a strong entrepreneurial spirit, driven by a desire for independence and self-expression. Many members of this generation aspire to pursue their own ventures or side hustles, leveraging their creativity and innovation to carve out unique career paths.
- Social awareness and diversity conscious: Gen-Z is the most diverse generation, yet with a heightened awareness of social justice issues and a strong commitment to diversity and inclusion. They expect workplaces to reflect and celebrate this diversity, fostering an environment where individuals of all backgrounds feel valued and respected.
- Purpose/passion-driven: Their desire to significantly contribute is high, and they nurture a need to do something that ties in with their passions
Now that we are aware of a few major characteristics, how do companies and organisations go about Gen-Zers? After conducting studies on a very well renowned multi-national company in Ghana, and as the lead trainer and consultant for a human capital development firm, I have put together 3 out of our 7 proven ways to effectively manage Gen-Zers:
- The autonomy wheel: Employers and older colleagues/leaders must recognise that Gen-Zers grew up in an information-driven age, whereby they had access to information at will and are used to making decisions on their own. I call this the autonomy wheel strategy because their superiors have to learn how to let them ‘drive’ by themselves. When you confine a Gen-Z by too many boundaries, too much supervision or micro management with limited freedom, then they become unhappy, dissatisfied and bound. Gen-Z employees must be given autonomy within their scope of work to experiment and be creative without judgment, but with guidance. Leaders need to adopt a flexible management style. This will help you to get the best out of a Gen-Z employee.
- The progression drive: Gen-Zers are extremely job security conscious, concerned about advancement and want to be in control of their future, so constantly let them see the opportunity and possibility of growth in the organisation.
- The communication synergy: Poor communication within the workplace with Gen-Z can lead to misunderstandings, conflicts and decreased productivity. Gen-Z employees often find it a struggle to effectively communicate their ideas and concerns, leading to frustration and a lack of cohesion within teams. Invest in corporate training programmes focused on improving communication skills for both Gen-Z employees and their managers. Provide workshops and resources to enhance verbal and written communication, active listening and conflict resolution skills, fostering stronger team dynamics and collaboration.
In conclusion, Gen-Zers are the most complex generation in the workforce and it will take a strategic and multi-faceted approach from organisations in order to get the best out of their Gen-Z talent. For organisations to safeguard all their successes, they have to think about posterity and the next generation and if those upcoming generations are not well-prepared for what’s next, we will have organisations crumbling down. It is imperative for organisations to prioritise the development and engagement of Generation Z employees, ensuring a bright and prosperous future for both individuals and businesses alike.
>>>the writer is an award-winning public speaker, multi-disciplinary business maverick, entrepreneur and coach. He is the Founder & Director of Revolead Solutions Limited and a Certified Performance Coach from a respected coaching institution based in Florida, USA. He is well-known for organising intensive workshops and conferences for executives, leaders, working professionals and the youth. Having trained a number of industry leading companies, he strongly believes that the greatest assets companies have are their human resource; hence, once they are taken care of – in terms of their growth – then they can also grow the company. Connect with Paa Kwesi Folson on linkedin to book a corporate training session.
