As the class of 2019 walks across the stage this Spring, they’ll graduate from college and step into the workforce. Generation Zers — the younger siblings of Millennials — are self-directed, resourceful and educated. The most diverse and multicultural generation in the U.S., Gen Zers make up 25% of the country’s population. They’re also famous for changing their minds. They’ve been known to “ghost” or dismiss managers if a better offer comes up. What does all this mean for their future managers? How can managers effectively lead and empower this generation? We put together five ideas that will help.
Face-to-face communication
Despite being digital natives, 53% of Generation Z say they prefer in-person communication over email or Slack. Gen Zers also expect to meet regularly with their managers. Sixty percent want multiple check-ins from their manager during the week and 40% want interactions daily or several times a day. When delivered, feedback should be consistent and swift.
Tap into curiosity and empower entrepreneurial spirit
Gen Z is curious and hungry. They want to update their skills and continue learning. Digital and consumer marketing agency Marketo found that 76% of Gen Zers wish their hobbies would turn into full-time jobs and 72% of high school students want to start their own business someday. To nurture this creative spirit, offer training programs, workshops and continuing education opportunities.
Cultivate symbiotic relationships
Incorporate coaching and mentoring as a way to encourage Gen Zers to develop skills that will give them confidence and abilities to thrive.
Former CEO and author of Wisdom@Work: The Making of a Modern Elder, Chip Conley was hungry for a new challenge. That’s when he got a call from the founders at Airbnb asking for help. Through this experience, he learned to pair wisdom and experience with curiosity. He became a mentor.
Conley believes elders with experience are on the brink of a comeback. Both groups, he says, can gain from this form of mentorship. Younger employees, like Gen Zers will benefit from the wisdom of their older coworkers and older employees will be exposed to new ideas.
Inclusion
Because this is the most diverse workforce ever, building an environment where all employees feel they belong is essential. This is where management can get creative. Invite everyone to bring their ideas, creativity and processes to the table and then create space to listen to and honor each employee and idea. Instead of focusing on what separates employees or generations, get to know the person behind the generational stereotype. Find out what each person values, what motivates them, their personal goals, and then — using this knowledge — find a way to engage with them.
Institute a daily huddle
In an article in the Harvard Business Review, Conley suggests a mid-morning wisdom talk as a way to bring employees together.
“Each day, give one employee a platform to share their wisdom, learning, or point of view. Or maybe try ending a regular team meeting with one member sharing their newest-found wisdom from the past few weeks?”
A team huddle isn’t a staff meeting but rather a 15-30 minute daily or weekly check-in that includes peer-to-peer discussions. During these huddles, supervisors might ask open-ended questions and encourage team members to provide suggestions. An added bonus: huddles also provide the opportunity for employees — of all ages — to get to know each other better.
Managing lots of ages, skillsets, backgrounds and work habits isn’t easy. But by creating opportunities to learn from each other through mentorship, daily huddles and consistent feedback, working side-by-side becomes easier.