Written by Guest Author | March 13, 2015
We understand that it may be bamboozling enough for you to have to cater for the needs of all of the different generations of workers represented in your company.
Traditionalists, baby boomers, Generation X, Generation Y, Millennials… as a client of a recruitment agency in Manchester, you’ll need to consider all of them. After all, it is by better understanding these various generations that you can also devise the management strategies that will get the best out of them.
So, how do you deal with Generation Z workers? These are the staff born between 1995 and 2012, the ones who are generally only just entering your company and not yet in major roles. What sets them apart from past generations?
What makes Generation Z employees different?
Despite their youth, Generation Z workers already account for about seven per cent of the workforce, and their employment numbers are set to swell to 30 million by 2019.
Although their characteristics aren’t always easily defined, these employees are nonetheless the future of your company – which makes at least some level of understanding vital. Having grown up with uncertainty, this generation does differ from the generation before them in various key ways.
You can expect a lot of energy and enthusiasm from Generation Z individuals, but not necessarily strong social skills – remember that this is the generation that has grown up with smartphones and other portable devices, these therefore often being their favoured way to connect.
The expectations that Generation Z will have of management
Those aforementioned mobile devices, with the constant and wide-ranging data streams that they provide, have certainly made workers of this generation expectant of instant information and feedback – they don’t like having to wait for answers.
Good ways of helping Generation Z workers to feel comfortable and engaged in your workplace therefore include assembling small, highly defined workgroups, helmed by a strong peer leader. Such groups will help to create the high-intensity relationships that Generation Z staff respond to most.
Extra training may also be required to get the best out of Generation Z workers, especially with regard to interpersonal and communication skills. These people have also grown used to receiving rewards for even modest achievements, so an extensive awards system could also be effective.
Finally, remember that Generation Z workers really respond to opportunity. If you want to keep them on your workforce, as will become increasingly essential in the years to come, you’ll need to leave them in no doubt of the dream opportunities at your own company, while also helping them to get there.
Generation Z staff may seem high maintenance, but they are also very effective employees – and are only set to become even more so. This makes it all the more vital to keep them fulfilled for as long as they work for you.