4 Leadership Preferences for Gen Z
There are five generations in the workforce for the first time ever. The newest generation to join is Gen Z, who were born between 1996 and 2010. This digital generation was born at a time when technology and social media were an intrinsic part of their daily lives from the start. This makes it crucial for leaders of organizations that hope to attract and retain Gen Z employees to learn how to differentiate from previous generations. Gen Z is forcing organizations to redefine their work cultures. Let’s take a closer look at this truly digital generation, and what sets them apart, as well as tips for aligning your organization’s vision with Gen Z’s leadership preferences.
Who is Gen Z and What Sets Them Apart?
The most notable distinction between Gen Z and the four other generations currently in the workforce is the influence of technology. They were raised alongside the rise of technology, and the beginning of streaming services and social media. They are a tech-savvy, and highly digitally literate generation. It is important to provide these young employees with opportunities to express their creativity and entrepreneurial spirit.
Gen Z is also the most diverse generation. They have a variety of backgrounds, experiences and needs. They have a high standard for social justice and corporate social responsibility in the workplace. As this generation enters the professional world, they hope to build a technology-forward, innovative, and change-driven workforce.
4 Leadership Preferences for Gen Z
- Clear and Frequent Feedback – Most Gen Z is logical and driven by a clear purpose. They want a leader to help them craft their career path, so they respect engagement and feedback. They need to be constantly heard and mentored. This generation must be shown the bigger picture. They value face-to-face feedback. Gen Z must be empowered with the right tools so they can succeed. This will require frequent and consistent feedback. Keeping open lines of communication will help them feel heard and respected.
- Value Transparency and Mentorship – Gen Z works well with leaders that assign them innovative projects and provide them the independence to execute them. They want to work hard for their success and they understand that the path to success may be bumpy. They expect their employers to be transparent about their own struggles and roadblocks. This will help prepare them for the obstacles they are likely to face. Gen Z-ers are inspired by individuals who want to include them in their journeys, rather than demand that they watch from afar. They look up to their leaders and believe they can learn a lot from them. Gen Z seeks mentor-mentee relationships that will last them their entire career. It is the leaders that coach Gen Z that motivate them and connect that motivation to the company’s values, that get the best results from these workers.
- A Balance of Team Collaboration and Personal Space – Gen Z is vocal and collaborative, which makes them excellent team players. Providing them with a non-hierarchical team culture where members are able to connect, talk, and collaborate is effective and highlights their strengths. However, they value their own personal space just as much. They are more likely to deliver better results when they have their own space to work. Management that provides Gen Z the freedom and responsibility to fulfill their job obligations at their own discretion will have the most success. Remote and hybrid working solutions, as well as flexible office hours, will attract and retain young talent. This will help to forge a sense of trust and respect between Gen Z employees and their leaders. A little flexibility and compassion can go a long way.
- A Culture of Constant Education and Curiosity – Gen Z-ers are not interested in being boxed into one role or one job path. They expect their interests and goals to evolve over their career. They expect their leaders to provide opportunities for continuous learning and growth. They seek to update and advance their ever-changing skills. When training this group of employees be sure to use digital resources. 60 percent of Gen Z see YouTube as their preferred way to learn. Leaders can support Gen Z-er’s career progression by connecting them to webinars, training, and mentoring opportunities relevant to their interests and goals. Learning should be a regular practice rather than an as needed activity.
This next generation of workers, the Gen Z, is here to stay. Leaders must adapt their leadership preferences in order to get the best output from them and leverage their skills. Want to establish a rich and rewarding management experience and drive your organization toward the innovative working world of tomorrow? Build a strong relationship with Gen Z employees.
How can you make sure the needs of Gen Z are met in your workplace?
Edges™ works with organizations to establish connectivity with your entire team by learning about each other and developing techniques for problem-solving and collaboration. Their coaching services build communication skills, increase retention, build more collaborative solutions, improve services, and enhance sales.
Inter Face Methods™ is a tool to enhance communications with anyone in your network. Individuals learn to better communicate with and influence others. When using the tool with others, it improves our ability to connect and collaborate. Inter Face Methods Learning eXcelerator™ provides a quick, easy compelling experience to enhance inclusion, collaboration, influence, and productivity. It offers participants the ability to learn about each other’s communication methods while teaching strategies to adapt, influence, and include. The result is team connectivity that builds the ability to solve problems together and increase productivity. Inclusion is enhanced when everyone on the team is able to hear each other’s voices, build communication skills, increase retention, and build more collaborative solutions.
Founded in 2001 as a Leadership Development Company, EDGES™ has evolved to be a resource for growing companies to help their Leaders grow their people, plan collaboratively and ensure process efficiency. EDGES™ ultimate goal is to provide individuals and organizations the tools needed to create a workplace environment rich in adaptation, connection, and alignment. We believe your team should be better as a result of working with us. If you are ready to strengthen the culture in your organization or would like more information about the Inter Face Method™ tool, go to interfacemethods.com.