Representatives of Generation Z are entering the labor market in increasing numbers, with their perspectives, abilities and expectations. It is worth taking a closer look at them because in 10 years they will manage a large part of the economy. What methods and attitudes will hinder communication with this generation of employees and drown out their internal motivation?
Generation Z are people born after 1995 who have had contact with new technologies since childhood. The virtual world naturally interferes with the real one for them. Although they are open to changes, they appreciate transparent employment conditions and the possibility of their own development. Some features link them to earlier generations, in other respects are completely different from them. If more and more “Zety” join your team, find out how you will surely not win them over.
The carrot and stick method
As for the representatives of the Y generation, and unlike the X, working for “Zets” is not an end in itself. They want it to bring them satisfaction, not only financial. Many people are motivated to act by understanding the meaning, curiosity, finding their own worth, the need for self-realization – checking oneself or developing one’s own abilities.
The role of a manager is to help find natural motivation and remove barriers that choke it, if necessary. For if employees engage in their work only to avoid failure, criticism and punishment, or on the other hand – to obtain awards or praise, their willingness to act appears only in specific situations, when the proverbial stick or carrot is visible – warns Michał Brywczyński , a trainer from the training and consulting company Integra Consulting Poland. It is also unfavorable when the effort made is determined by cooperation with a liked, admired person and the willingness to meet the boss’s explicit and hidden expectations. What if the supervisor changes? External motivators quench internal motivation. They reduce performance and promote short-term thinking. And when you manage to stimulate the natural commitment of “Zeta”, there are good chances that they will “pay off” with greater efficiency and creativity, or with real improvements in their own and the company’s operations.
No feedback
Quarterly employee appraisal, enriched with a multi-page report, is unlikely to be successful in the case of Zet’s. They are used to immediate reactions, because the answer to almost every question is found on the Internet in a fraction of a second, and after publishing the photo on social media, friends immediately comment on it. Likewise, at work, they expect ongoing feedback. So, when dealing with employees of this generation, make sure you get frequent and short feedback. Thanks to this, you will allow them to constantly verify the scope and method of operation. Such a short loopback will help them avoid problems and develop wrong assumptions. They will also be able to introduce changes on an ongoing basis, which will not only allow their development but also contribute to a more efficient implementation of tasks.
At the beginning of the career path, we usually need more guidance, but you have to be careful not to impose your subordinates on your behavior as the only right one. Perhaps a new team member will surprise us with a completely different approach to the problem and an idea for solving it, or an interesting way to perform a given task. Remember that as people, we like to have a choice, so let our employees decide on matters which they can easily handle. It engages and increases the sense of responsibility – notes Michał Brywczyński from Integra Consulting Poland.
The form in which we provide feedback is also important. Remember that it should be about a specific action or behavior, not a criticism of the person. It should be constructive and specific, allowing for real improvements. Let’s also be aware that we absorb information in such a way that in order to balance one negative message, three positive ones are needed. So let’s remember not to refer only to issues that they should still work on, but also to notice those in which they are doing well – appreciate the enthusiasm, progress, or interesting ideas – says Michał Brywczyński from Integra Consulting Poland.
Indifference and an invisible goal
Many “Zetas” are also not won over by employers indifferent to the issues related to their subordinates, but also to the wider environment and environment. Superiors do not automatically gain their respect because of their function, but through their attitude – keeping the rules and consistency of action with the declared values and mission. It is important to act ethically and to have a positive influence on the world around you. Young employees want to be part of an organization that shows a genuine interest in specific team members and their environment. It is important for them that their work gives them a variety of responsibilities and the opportunity to develop their interests. At the same time, however, they want to know why they are doing something, that their effort is a specific contribution to a greater goal. Increasingly, they also pay attention to corporate social responsibility.
In order not to hinder communication with “Zetas” and not to interfere with their internal motivation to work, let us first of all take care of a responsible organizational culture. An inspiring environment, constructive feedback, or genuine interest of leaders will help build independence and commitment, not only among the youngest generation in our companies – says Michał Brywczyński from Integra Consulting Poland.
