{"id":15569,"date":"2023-09-28T05:15:19","date_gmt":"2023-09-28T05:15:19","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/what-managers-keep-getting-wrong-about-generation-z\/"},"modified":"2023-09-28T05:15:20","modified_gmt":"2023-09-28T05:15:20","slug":"what-managers-keep-getting-wrong-about-generation-z","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=15569","title":{"rendered":"What Managers Keep Getting Wrong About Generation Z"},"content":{"rendered":"
\n

Top researchers at universities and businesses that study the future of work say Generation Z requires a lot of mental health support, they have strong feelings about company values and they\u2019re not shy about their work likes and dislikes. They are a lot<\/em>, this group of 16- to 26-year-olds who make up 15% of the population. They will make up 30% of the workforce by 2030, which means future managers should be interested in learning more about this new breed of rebel talent. Mostly, what you read though, are complaints. Get to know what\u2019s in their heads, how you unique their point of view is and why, and managers will see what\u2019s going right.<\/p>\n

THE BIG IDEA<\/h3>\n

The Generation Z workers I spoke with felt like trailblazers\u2014still finding their footing, for sure\u2014but managing in uncertain times. Often using uncommon solutions to solve their issues\u2014crisis text lines, peer support groups and taking internet friends offline to organize for a cause. Managers are skeptical of their talent and motivation. But the researchers and doctors who work with and study them say they have a lot of hope about Generation Z as employees and future innovators. Research shows that this generation\u2019s openness about their mental health and their openness to getting support is a game changer. We may have to wait for a few more years, but younger Generation Z\u2019s coming into the workplace will be better equipped to deal with stress and conflict. Here\u2019s a look at where we are now and what managers can hope for in the future.<\/p>\n

KEY FACTS<\/h3>\n

Gen Z Isn\u2019t Meeting Expectations<\/h2>\n

In 2022, 49% of managers in a ResumeBuilder.com survey said it was difficult to work with Gen Z. The plurality said they wanted to work with Millennials because they think Gen Z lacks technological skills, effort, and motivation. The 1,000 managers surveyed had fired a Gen Z worker less than one week after their start date.<\/em> A top reason they fired Gen Z was because they were too easily offended.<\/p>\n

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Gen Z Is Demanding Equity and Working Hard For It<\/h2>\n

Gen Z employees were more likely (65%) to value a diverse workforce and 68% said that they also approved of an employer who values diversity, equity and inclusion. Some indicated that work is a way of breaking down political and biased systems, according to Tallo.<\/p>\n

Despite their reputation as slackers, many are hard workers who are deeply worried about their financial future. That\u2019s one reason they\u2019re demanding to leave work early or come in late. Research shows more than one third of Gen Z is working a full time job and a side hustle.<\/p>\n

Gen Z Has Already Changed the Way We See The World<\/h2>\n

Statistically, they\u2019re not a huge generation. But they have an outsize influence and voice and their mental health awareness and training may change the work world forever. “This generation is curious and open-minded. They are interested in emotional wellbeing, community awareness, understanding of differences and action, reports the JED Foundation. JED offers a mental health resource center and through school partnerships and training, “we are equipping teens and young adults with the tools they need to help their peers,” says JED chief medical officer Laura Erickson-Schroth. There is strong evidence of systemic change, including positive change in students mental and suicide prevention, she added. The problem right now is that money and mental health \u201care in a pitched battle for balance,\u201d according to an EY report.<\/p>\n

This generation is literally battling for their rights in the multiverse, according to a JED Foundation report titled, Can The Metaverse Be Good For Youth Mental Health? It gives a clear eyed view of just how much time young people must spend now and in the future protecting their psychologically safety and defending their rights to privacy.<\/p>\n

They Are Not Interested In Climbing The Ladder<\/h2>\n

Generation Z is also non-linear and non-conformist, say experts. They don\u2019t buy into the \u2018climb the ladder\u2019 metaphor Gen X and older generations did. In fact, a single-minded obsession with career seems more like a form of addiction. It\u2019s workaholism. Mental health experts say with so much uncertainty in the world, it\u2019s not surprising Generation Z is zigging and zagging through life. That\u2019s the new normal.<\/p>\n

Older generations may question their motivation or ask, why can\u2019t they wait their turn? <\/em>When a pandemic slices through your teens and 20s, you prefer not to wait, many Gen Z employees told me. Searching and digging for the right job\u2014one with purpose\u2014has replaced climbing ladders, according to author Bruce Feiler, who wrote The Search: Finding Meaningful Work in a Post-Career World.<\/p>\n

KEY BACKGROUND<\/h3>\n

Your frustrations as a manager of a Gen Z who seems to have an attitude, be conflict avoidant or not communicate well are all valid. But it\u2019s good to know the why behind the behavior. Young people are taking in a lot of information and hoping to do something good with it, whether that\u2019s to prevent future bias or help people affected by environmental disasters. Our job as managers is to understand how real and confusing this world seems right now, and offer support, says Dr. Erickson-Schroth.<\/p>\n

The best way to create a new culture is to offer both flexibility and rules in equal measure, writes author Melissa Daimler in ReCulturing. People want guardrails and tools to manage the tension. That takes more managerial skill and time than ever because there is work is so disjointed. There are virtual, hybrid, remote, on-site, one-on-one and team situations to manage. That\u2019s why it\u2019s crucial that a company\u2019s handbook and practices evolve to fit the times, explains Daimler. You have to keep up with the trailblazers, who do almost everything differently than today\u2019s executives did back in their day.<\/p>\n

CRUCIAL POINTS<\/strong><\/h3>\n

\u201cThis younger generation has figured out ways to communicate, connect, build relationships, and take advantage of friendships and relationships online and offline. They are collaborators,\u201d says Dr. Erickson-Schroth. \u201cThey want to speak their truth and also to feel safe, a pretty admirable combination.\u201d I second that emotion.<\/p>\n

Maybe if a young employee felt more appreciated at work, that phone they have in their pocket, buzzing with notifications, would matter less. If you can\u2019t imagine that to be true, ask yourself this: On your first job, what did you do when you were bored? How did you feel when your employer said you\u2019d done a job wrong and had to redo it on your own time? Your answer probably depends on how much you liked your boss, or how much you could count on your peers to have your back, not on what generation you are.<\/p>\n

Instead of standing across from someone younger than you and wondering, how could they act this way?<\/em> Maybe the question is: how can I turn this negative in to a positive? Is that so hard?<\/em> one Gen Z worker I interviewed asked. It shouldn’t be.<\/p>\n

Another interviewee remarked that he thinks people need to collaborate across fields and departments to find better solutions to help their employees. He told me all this while managing a lockdown on campus and the scheduling classes during his first week back on campus as a junior majoring in neuroscience at University of North Carolina. \u201cI am excited about bringing together the world of business and brain science. I can\u2019t see how anyone in business would find that boring. It\u2019s the future.\u201d<\/p>\n

Hyper-focusing on the negative is keeping us from some of the joy we might be able to experience together at work. That\u2019s Tal Ben-Shahar\u2019s theory. Ben-Shahar teaches at Harvard\u2019s Griffin School of Arts and Sciences and created the first online academy for training business professionals on happiness. On a practical level, where can you start? Create places where people feel comfortable. \u201cEven small groups where a person feels supported and their interests and talents are encouraged are likely to be open about their feelings and find meaning,\u201d says Dr. Erickson-Shroth. Every generation wants different things from work, but every generation also wants to feel cared about and respected.<\/p>\n

<\/h3>\n

Learn more about Tal Ben-Shahar (Forbes).<\/p>\n

Get ideas to use work in a world increasingly focused on the strengths of all kinds of minds on my website (blog).<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Top researchers at universities and businesses that study the future of work say Generation Z requires a lot of mental health support, they have strong feelings about company values and they\u2019re not shy about their work likes and dislikes. 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