What Gen Z Can Teach Us About Leadership Today
“Gosh, this new generation is so hard to deal with! They don’t want to do any work, complain so much and are so entitled.”
How often have we heard these or similar statements from managers or even teachers? As the older generations come to terms with and utilise various techniques on how to manage the Gen Z in the workplace, let us explore some qualities that Millennials and Gen X could learn from the future generations. Here are a few points to consider:
1. Keeping It Real: Communication, which is the cornerstone in any organisation dynamic, plays a very important part in how we perceive and perform the job at hand. Gen Z have made it aptly clear that they prefer transparency; open, two way communication; and clear guidelines on the task expectations. They also don’t appreciate long-winded meetings, vague expected outcomes and unilateral decision making processes. Leaders should consider offering as many engagement activities as possible. These would be some beneficial skills for leaders to master in the long run.
2. The Power of Why: As the tides roll, the employees are working less for the sense of duty or meeting financial goals, and more for the sense of purpose. This achievement-oriented generation needs to understand why they are doing what they are doing. Gen Z are looking for workplaces where they can make significant contributions. Leaders must consider tying a larger goal to the task and focus on the “why” behind each task. This will empower the employees to be part of the ‘big picture’.
3. Wellness Is the New Wealth: With the world that we live in, Gen Z have reported higher levels of anxiety, depression and other mental health crises compared to previous generations. As a result, they are also adept at drawing boundaries and have clear ideas for acceptable behaviour. It is paramount for leaders to show higher levels of Emotional Intelligence to manage this generation. This will help create a safer, more secure, inclusive and empathetic workplace with a good culture.
4. Plugged In and Powered Up: Gen Z are the first generation to be completely immersed in modern communication technology and access to information. With this comes the natural skills with which the Gen Z are able to navigate various tools and platforms. An organisation can greatly benefit under the leadership of someone who embraces this new technology as opposed to fighting it. Leaders must accept and promote the use of technology for effective communication, automation, delegation and collaboration.
5. Feedback: The Real-Time Fuel: Having been raised in a world with instant reactions, Gen Z demands real time, two-directional, clear and continuous feedback. This promotes an environment of transparency and clarity regarding what is working and what is not. In this fast paced world where employees change jobs frequently, annual feedback won’t cut it. Instead, having a constant check in helps employees be focused, course-correct and work on action steps if required. Leaders could also use this as a coaching opportunity for larger employee welfare.
6. Learning Is Lifelong: Gen Z don’t want just promotions, but an opportunity to grow and upskill in various factions. As a leader, one could encourage employees to want more from the job than just a paycheck and yearly appraisals. Leaders should learn to recognize talent, potential and interest, and then provide mentorship, learning and a safety net to experiment. Upskilling has become the need of the hour and easier than ever with several online platforms like YouTube or Udemy.
7. Culture Is the New Currency: Gone are the days where a pizza party qualified for a good work culture. Gen Z places a lot more importance on a work culture that is not toxic, fair, respectful and safe. Leaders can learn to be positive, collaborative, confident, secure, emotionally intelligent, possess various soft skills, friendly and open-minded. At the end of the day, with leaders adapting their management styles to suit the requirements of the younger generation, the workplace can truly become an environment where everyone can thrive.
Conclusion:
While the Gen Z may appear hard to work with, challenging status quo and seemingly not showing the same kind of work ethic as previous generations, they also offer valuable blueprints for the future of work. They place a lot of importance on values that the previous generations may have skipped over, such as openness, transparency, security, purpose, and continuous learning. Rather than resist these values, leaders should become forward thinking managers by adapting to these styles. After all, leadership isn’t just about teaching others what you know, but learning as a team and facilitating progress as an organisation.
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