Understanding Gen Z Employees

It’s time to change the narrative of how Gen Z are shaking up the workplace. Gen Z is a new generation of workers who were born between 1996 and 2012 and are sure that something needs to change.

Here are five common misunderstandings regarding Gen Z in the workplace:

There some of the most common myths about this generation, and we are giving tips and suggestions on how to lead them.

1. Gen Z wants things to be done their way

understanding gen z employeesThis generation believes that their group will be the one to bring about big changes in society and the workplaceBut this belief can lead to one of the most frequent complaints about Gen Z: that they insist on doing things their own way and think they have a right to do so.

Gen Z workers aren’t afraid to question the norm and are sure of themselves when they do. But older bosses and coworkers can be put off by how sure they are of themselves. Many young individuals believe they should always be themselves and express their opinions.

And as much as the the bosses, want their young employee to be real and enthusiastic, Gen Z also know that there are some behaviors, actions, and ways of talking that come off as rude or not very useful.

Managers should remind Gen Z employees who they are talking to. Don’t give them a lecture. Instead, demonstrate that if they want to influence corporate leaders, they need speak their language. Tell them to observe top leaders’ language, presentation, and wardrobe.

Tell Gen Z they can have greater influence if they articulate what they want in a way older peers and executives will like. You don’t talk to the CEO like you talk to your friends on Saturday night.

2. Gen Zs put too much importance in their personal lives.

No matter what else you say about Gen Z, many people will agree on one thing: they work to live, not live to work.

After all, Gen Zs are said to have started the age of “quiet quitting,” which means doing only what’s in your job description and setting firm limits in other ways. Even for Gen Zs who want to work, they think a good balance between work and life are important. Recent layoffs in the tech industry have shown that your business is not your family.

Respecting people’s boundaries is very important for Gen Z. She said, for example, that managers should plan meetings during the workday, not after, and that they shouldn’t email or call their team members outside of those hours.

If they do, they shouldn’t expect to hear back right away.

Gen Zs say that these methods are a way to make work more sustainable in the long run, but their bosses sometimes find that annoying.

Managers should get rid of old ideas about how things have always been done and how they should be done. Gen Z wants to be in charge of how they spend their time. The good managers use that to their advantage, while the bad ones are scared of it.

It should only be a problem when your workers don’t do their jobs. And that’s how you run a business. Make sure they know what your goals and expectations are, that they know what success looks like, and that you talk to them and give them feedback often.

Related Article: 10 Tips for Minding Your Mental Health At Work

3. Gen Z has no job loyalty

Job-hoppers are said to dominate Gen Z. According to 2021 statistics from CareerBuilder, Gen Zs work for two years and three months and transfer jobs more often than any other demographic. Oliver Wyman surveyed 10,000 US and UK Gen Zs aged 18–25. Gen Zs are willing to quit unsatisfying jobs without a plan.

Managers shouldn’t take Gen Z departures personally. Staying in one company for a long time is ancient practice for Gen Z. 20 years dedication at one company only work when our parents were young. This working style clearly doesn’t interest Gen Z anymore.

Managers shouldn’t worry about Gen Z employees’ tenure. Their involvements matter more than how long they stay.

Companies should get them intrigued and that requires a team and a goal. This group likes to collaborate and their effort must also matter. They need to know that they are contributing to the company.

4. Gen Z is always online.

Yes, Gen Z loves TikTok and is fascinated with the internet, but it’s easy to criticise youngsters these days.

During the epidemic, some Gen Zs spent vital school years online. Many elder Gen Zs struggled to find work after COVID-19.

However, contrary to the popular belief, Gen Zs actually prefer working face-to-face. Dell polled 15,105 18–26-year-olds in 15 countries. 29% prefer 9-to-5 office jobs, while 29% prefer flexible and remote work choices.

Managers should be open and caring. They must be strategic if they want their Gen Z reports to interact more in person. Make Gen Z feel more connected to the company. Highlight their efforts and give them a job they can excel in.

Managers can creatively entice them to the workplace. Host parties and other social events, provide in-person training to strengthen their abilities, and invite them to high-level meetings and lunches with senior executives. Fun but purposeful.

5. Gen Zs are very sensitive

One of the most sneaky generalizations about Gen Zs is that they are too sensitive. This is a criticism that has been made about many generations. As long as there have been new kids on the block, people have said they can’t handle the pressure.

But Gen Zs say that respect is more important in their work and personal lives, and experts think that managers can learn from this.

People talk a lot about Gen Z being very sensitive when they think about the generation. This generation is sensitive since they’re conscious of workplace, environmental, and personal issues.

Being empathetic at work helps everyone feel safe, comfortable, and valued.

Managers should pay attention to how their Gen Z employees feel about certain things and give them good feedback that other generations didn’t always need.

It’s not fair to say that Gen Z is more sensitive and aware than other generations. Both millennials and Gen Z have done a lot more to make counseling and treatment less of a taboo for people with mental health problems and to normalize them. Everyone can learn from those lessons.

You can use that to your advantage at the office. You can be a great guide if you show up and really know yourself from a psychological and social/emotional point of view.

Do you want to find a job that truly fulfills you? Visit Jobstore.com today!

Anisa is a writer who focuses on career and lifestyle topics in an effort to motivate both job searchers and employers towards greater fulfillment in their professional lives.

Reach me at anisa@jobstore.com.

Leave a Reply

Your email address will not be published. Required fields are marked *