Challenges Faced by Leaders While Managing Gen Z in the Workplace
Gen Z is the generation that succeeds the Millenials. Beginning in 1997, Gen Z comprises of kids, teens and young adults between the ages of 8 and 23 in 2020. It is the right time to shift the focus of
leadership studies from Millenials to Gen Z- the true digital natives. They have been exposed to the internet, social networks, and mobile systems right from birth. This has resulted in producing a generation that is used to a rapidly changing world. To succeed in leading Gen Z teams, it is of utmost importance to understand their driving factors and values.
Gen Z- Characteristics
Let us understand what actually drives a Gen Z employee. Here are some of their traits:-
- They are financially focussed- Their jobs are merely a means to an end. They are most likely to accept employment that provides a steady income and necessary benefits. This is because they have seen the preceding Generation X lose significant money in the market crash and recession of 2008.
- They are entrepreneurial-They know that money can be made from good ideas and are not scared to chase them.
- They are true digital natives - Their communication is often virtually limitless. They also do a lot of research online.
- They welcome change- Having limitless knowledge at their fingertips, they seek new ideas and experiences constantly.
- They prefer independence and want to be heard- Their ability to change in a flash, process information quickly and compete makes them a voice that needs to be heard in an organization.
Leadership Strategies for managing Generation Z
As their aspirations and expectations are absolutely different it would be wise to follow specific strategies to manage them. Some of the strategies are suggested as follows:-
1. Encourage Competition
As this generation is more individualistic and competitive, they are more likely to compare their performance to their peers. They are also likely to view their professional careers in zero-sum or win-lose terms. Competition can help drive innovation and encourage accountability.
2. Create Targeted Learning Opportunities
As Gen Z is impatient with the process, they prefer to learn only what they think they need. It would be very helpful if the skills or experience a Gen Z employee could gain from working with experienced employees could be highlighted. It would ensure that they are more invested in the outcome of their work.
3. Keep Them Busy
Instead of assigning them with a single project and expecting them to complete it from start to finish, it would be more worthwhile to break up several tasks and parcel them out over time.
4. Reward Good Work
Gen Z is motivated with rewards. They do value work-life balances, they are more likely to respond to financial incentives.
Transformational Leadership Course
To understand the intricacies of dealing with Gen Z it would be advisable to take a transformational leadership course.
Transformational Leadership Online Certification is offered by
XLRI Jamshedpur on the Talentedge platform. Their 8 month EDP in Transformational Leadership has carefully designed modules that expose participants to a variety of fields. The primary method of instruction for this Transformational Leadership
Online Certification is through live lectures that will be beamed online.
More Information:
Guidelines For Formulating A Career In HR
Things You Need to Know Before Kick-starting a Career in HR
Scope and Opportunity in Human Resource Management in India
What Role Do HR Certifications Play in Developing Long-Lasting Careers?
✕
