6 Hacks to Manage Generation Z Professionals
When it comes to how to relate and deal with professionals from past generations, there are already, in companies and in HR departments, tried and tested methods of how to lead employees of previous generations. However, new young people are entering the workforce and managing Generation Z professionals is different and requires new approaches.
www.skymarketing.com.pk strives to be Pakistan's biggest real estate developer ever, guaranteeing the highest international standards, prompt execution, and lifetime customer loyalty. With projects like blue world city Islamabad
So, here are some hacks to help you think of different and more modern ways to lead these young people. Learn how to manage Generation Z professionals avoiding problems or misunderstandings.
Good reading!
What is Generation Z?
Generations are defined by the context and time in which they were born:
Baby boomers: born between 1940 and 1959. Immersed in the post-World War II context, they are represented by the expression of ideology;
X : born between 1960 and 1979, marked by status;
Y : born between 1980 and 1994, defined by the consumption of experiences;
Z: born between 1995 and 2010. The youngest group of young professionals.
This is the generation that is extremely comfortable with not having just one way of being. They are young people looking to experience different possibilities of being themselves, being free to shape their individual identities over time.
They are always in search of the truth and authenticity that generate greater freedom of expression and make room for a better understanding of different types of people.
Main characteristics of Generation Z professionals
Exposed to the Internet, social networks and mobile systems since adolescence, this generation has a hyper cognitive characteristic. Thus, they collect information crossing result from many sources to integrate their virtual and offline lives.
See other features:
digital natives;
more tuned in;
pragmatic generation, concerned with making a difference;
motivated to achieve a secure life outside of work;
more collaborative and team-oriented, with everyone working together to advance goals;
desire for inclusion is a priority;
constant skill development;
more independence and freedom to shine;
desire to be recognized and rewarded;
multitasking generation, living in a highly connected world;
entrepreneurial spirit;
they value face-to-face communication;
strong desire for satisfaction and enthusiasm;
Startup mentality.
A strong feature of Generation Z is that they are not focused on the more traditional stages of career formation. There is no priority of finishing high school, getting into college, getting a degree, and finding a job.
Many of these young people take advantage of the tools that the digital world offers to stimulate their ideas, aiming for future professional opportunities, even before they finish school. They are much more independent and creative in their professional approach.
How to manage Generation Z professionals
With great skills in advanced technology, it is quite possible that Generation Z, in some cases, is made up of better collaborators than previous generations. It is significantly more useful for companies inserted in the world of high technology.
But to take advantage of this competence, it is essential to learn, as soon as possible, to manage Generation Z professionals. They can be valuable, however, if inserted in a traditional business environment, with strict rules and little flexibility, they can fail to yield much of what they are capable of.
Managers who want to change this negative idea must learn to better integrate and manage their employees. And they also need to know that Generation Z prefers companies that are:
Fun (25%);
Innovative (23%);
Ethical (22%);
And international (20%).
This is a generation that seeks much more than a job. And you, as a manager, need to understand and deliver what can give them a feeling of satisfaction and enthusiasm.
Learn 6 hacks to manage Generation Z professionals and have the most motivated young people on your team.
1. Think of different ways to lead
Many Generation Z youth will prefer to respect their superiors for their ability to manage trust and listening, much more than for their degree or position of authority. Therefore, hierarchy is one of the traditional pillars that must be revised.
They like to follow the evolution of an idea from the beginning to the end result. Therefore, offer this opportunity and the possibility of being in contact with new challenges, stimulating tasks and involving more responsibilities.
2. Be interested in the performance of your employees
Generation Z sees the relationship between leaders and employees as something very important. Therefore, showing interest in what they are doing, in their progress, in projects and ideals is essential to keep them motivated?
3. Listen to your employees
Despite being aware of their little experience, this generation believes they have a lot to contribute and takes it very seriously. Encouraging and giving more frequent feedback is one way to keep these young people excited about what they're doing.
Managers must be more present, interacting more with the team. 60% of Generation Z want their leaders to be present and make contact on a weekly basis. Of those, 40% want daily interaction.
And these feedbacks don't have to be long and time-consuming, a simple sentence or even an emoji is enough.
4. Set up a pleasant working environment
Young people now entering the workforce have grown up in the Google era. Not only surrounded by high technology, but surrounded by modern offices with bolder architecture, rest and relaxation area.
The more pleasant and welcoming your workspace can be, the greater the chance to increase the loyalty and performance of your employees.
5. Promote harmony between professional and personal life
About 28% of young employees often feel tired or exhausted at work. This means an increase of 7% compared to older generations.
More than a high salary, well-being is a major concern of this generation. One way to do this is to offer different benefits to employees, such as:
relaxation;
labor gymnastics;
partnership with gyms;
company discounts;
culture valley;
Salary on demand: which offers greater financial freedom to the employee and reduces financial stress.
6. Increase diversity and encourage inclusion
This is one of the main banners of this generation and that extends to the work environment. 63% of Generation Z consider it very important to work with people of different levels of education and ability. Another 20% find it encouraging to have people from different cultures (ethnicities or backgrounds) on the team.
For these young people, diversity and inclusion drive a team's performance and enhance innovation.
Want more tips on managing Generation Z professionals and also keep them motivated. Access our blog and learn all about salary on demand. Good reading!
Source: PropertyNews
techedict.com
alternativeon.com
techiemagazine.com
When it comes to how to relate and deal with professionals from past generations, there are already, in companies and in HR departments, tried and tested methods of how to lead employees of previous generations. However, new young people are entering the workforce and managing Generation Z professionals is different and requires new approaches.
www.skymarketing.com.pk strives to be Pakistan's biggest real estate developer ever, guaranteeing the highest international standards, prompt execution, and lifetime customer loyalty. With projects like blue world city Islamabad
So, here are some hacks to help you think of different and more modern ways to lead these young people. Learn how to manage Generation Z professionals avoiding problems or misunderstandings.
Good reading!
What is Generation Z?
Generations are defined by the context and time in which they were born:
Baby boomers: born between 1940 and 1959. Immersed in the post-World War II context, they are represented by the expression of ideology;
X : born between 1960 and 1979, marked by status;
Y : born between 1980 and 1994, defined by the consumption of experiences;
Z: born between 1995 and 2010. The youngest group of young professionals.
This is the generation that is extremely comfortable with not having just one way of being. They are young people looking to experience different possibilities of being themselves, being free to shape their individual identities over time.
They are always in search of the truth and authenticity that generate greater freedom of expression and make room for a better understanding of different types of people.
Main characteristics of Generation Z professionals
Exposed to the Internet, social networks and mobile systems since adolescence, this generation has a hyper cognitive characteristic. Thus, they collect information crossing result from many sources to integrate their virtual and offline lives.
See other features:
digital natives;
more tuned in;
pragmatic generation, concerned with making a difference;
motivated to achieve a secure life outside of work;
more collaborative and team-oriented, with everyone working together to advance goals;
desire for inclusion is a priority;
constant skill development;
more independence and freedom to shine;
desire to be recognized and rewarded;
multitasking generation, living in a highly connected world;
entrepreneurial spirit;
they value face-to-face communication;
strong desire for satisfaction and enthusiasm;
Startup mentality.
A strong feature of Generation Z is that they are not focused on the more traditional stages of career formation. There is no priority of finishing high school, getting into college, getting a degree, and finding a job.
Many of these young people take advantage of the tools that the digital world offers to stimulate their ideas, aiming for future professional opportunities, even before they finish school. They are much more independent and creative in their professional approach.
How to manage Generation Z professionals
With great skills in advanced technology, it is quite possible that Generation Z, in some cases, is made up of better collaborators than previous generations. It is significantly more useful for companies inserted in the world of high technology.
But to take advantage of this competence, it is essential to learn, as soon as possible, to manage Generation Z professionals. They can be valuable, however, if inserted in a traditional business environment, with strict rules and little flexibility, they can fail to yield much of what they are capable of.
Managers who want to change this negative idea must learn to better integrate and manage their employees. And they also need to know that Generation Z prefers companies that are:
Fun (25%);
Innovative (23%);
Ethical (22%);
And international (20%).
This is a generation that seeks much more than a job. And you, as a manager, need to understand and deliver what can give them a feeling of satisfaction and enthusiasm.
Learn 6 hacks to manage Generation Z professionals and have the most motivated young people on your team.
1. Think of different ways to lead
Many Generation Z youth will prefer to respect their superiors for their ability to manage trust and listening, much more than for their degree or position of authority. Therefore, hierarchy is one of the traditional pillars that must be revised.
They like to follow the evolution of an idea from the beginning to the end result. Therefore, offer this opportunity and the possibility of being in contact with new challenges, stimulating tasks and involving more responsibilities.
2. Be interested in the performance of your employees
Generation Z sees the relationship between leaders and employees as something very important. Therefore, showing interest in what they are doing, in their progress, in projects and ideals is essential to keep them motivated?
3. Listen to your employees
Despite being aware of their little experience, this generation believes they have a lot to contribute and takes it very seriously. Encouraging and giving more frequent feedback is one way to keep these young people excited about what they're doing.
Managers must be more present, interacting more with the team. 60% of Generation Z want their leaders to be present and make contact on a weekly basis. Of those, 40% want daily interaction.
And these feedbacks don't have to be long and time-consuming, a simple sentence or even an emoji is enough.
4. Set up a pleasant working environment
Young people now entering the workforce have grown up in the Google era. Not only surrounded by high technology, but surrounded by modern offices with bolder architecture, rest and relaxation area.
The more pleasant and welcoming your workspace can be, the greater the chance to increase the loyalty and performance of your employees.
5. Promote harmony between professional and personal life
About 28% of young employees often feel tired or exhausted at work. This means an increase of 7% compared to older generations.
More than a high salary, well-being is a major concern of this generation. One way to do this is to offer different benefits to employees, such as:
relaxation;
labor gymnastics;
partnership with gyms;
company discounts;
culture valley;
Salary on demand: which offers greater financial freedom to the employee and reduces financial stress.
6. Increase diversity and encourage inclusion
This is one of the main banners of this generation and that extends to the work environment. 63% of Generation Z consider it very important to work with people of different levels of education and ability. Another 20% find it encouraging to have people from different cultures (ethnicities or backgrounds) on the team.
For these young people, diversity and inclusion drive a team's performance and enhance innovation.
Want more tips on managing Generation Z professionals and also keep them motivated. Access our blog and learn all about salary on demand. Good reading!
Source: PropertyNews
techedict.com
alternativeon.com
techiemagazine.com
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