As Gen Z gets ready to overtake baby boomers in the full-time workforce this year, and millennials continue to hold their ground, these two groups are becoming key players in driving organizational success. However, there’s a notable challenge: 32% of millennials and 39% of Gen Z are not happy at work. This rising dissatisfaction suggests that companies need to revamp their workplace strategies to better connect with these essential demographics.
With a significant increase in people searching for how to work effectively with Gen Z, here are three vital tips on keeping them engaged:
- Understanding Motivation
For Gen Z, their main focus is on achieving a healthy work-life balance, being part of a supportive team, and having the flexibility to choose their work hours and arrangements. Traditional career paths are less appealing to them. They value being appreciated and receiving validation, emphasizing job satisfaction over salary. Similarly, millennials desire recognition but often seek it by climbing into leadership roles, as career progression is their top priority.
Gen Zers also appreciate opportunities for learning and growth, valuing jobs that allow them to explore various skills. Encouraging them to experiment with new roles, with an understanding that mistakes are part of their growth, is crucial. Both generations also see health insurance as a vital non-monetary benefit. For millennials, assistance with student loan debt is significant, considering the large amounts they owe.
Suggestions for Gen Z: Offer flexible work hours and the option to work remotely. Set clear limits on after-hours communication. Implement a “buddy” system for support.
Suggestions for millennials: Recognize their efforts with personalized notes or additional time off. Invest in their learning and development. Provide options for remote and hybrid work.
- Providing Feedback
Both generations appreciate constructive feedback that acknowledges their positive contributions. Gen Z, raised in a digital era with instant access to information, expects prompt feedback and ongoing dialogs to foster growth. They seek personal investment from leaders, wanting to feel genuinely cared for.
Millennials, however, favor informal support and guidance that aligns with their long-term objectives. They prefer meaningful feedback when necessary, typically on a monthly basis, without frequently seeking it out.
Suggestions for Gen Z: Offer daily feedback. Engage in collaborative problem-solving. Build a supportive rapport before offering criticism.
Suggestions for millennials: Promote a culture of two-way feedback, actively listening to them. Publicly acknowledge their accomplishments. Provide coaching or mentorship.
- Communicating Clearly
To effectively connect with Gen Zers and millennials, leaders should be honest, transparent, and clear in their communication, avoiding ambiguity. However, their preferred communication styles differ. Millennials enjoy in-depth, face-to-face conversations when feasible, otherwise preferring email. Gen Z favors instant messaging for its quickness and seeks concise, visually engaging communication using images, videos, and GIFs.
Suggestions for Gen Z: Use instant messages instead of calls. Know which emojis to use to communicate effectively. Be actively engaged in conversations, avoiding long silences.
Suggestions for millennials: Organize welcoming meetings for deep discussions. Plan video calls in advance. Be consistent and offer plenty of support.
Both Gen Z and millennials strive for a balance between work and personal life, aim for fulfilling roles, and excel in using technology. Understanding their differences is crucial for organizational success. As these generations reshape the workforce, leaders must adjust their strategies to meet their unique needs. By focusing on what motivates them, communicating effectively, and providing timely, meaningful feedback, companies can foster a lively and collaborative environment where different generations work together, innovate, and respect each other.
