Employees from Generation Z, namely those born between 2000 and 2010, have certain specific requirements, priorities and characteristics which need to be taken into account when managing them. Do you want to avoid losing subordinates from Generation Z, and manage and motivate them effectively? Here are three tips for you.
These tips were published by Forbes.
First tip: Be as authentic as possible
Employees from Generation Z are more sensitive than their colleagues regarding corporate pretence and insincerity. Strive to be as authentic as possible, avoid hiding anything from subordinates, and communicate with them in the most transparent manner you can. Avoid using vague corporate phrases which mean nothing; instead, aim to speak to them as equals.
Second tip: Offer a clearly defined career path
Generation Z wants to know exactly what is expected of them, what their prospects are, and what they will receive in return for their work. So provide them with the most specific plan possible for how their career can develop and what they need to do in order to progress.
Third tip: Be flexible in communication
Younger employees tend to be more sensitive about the way people communicate with them. If you are too brief and strict, or on the other hand too lenient or vague, in how you communicate, these are all factors that will have a significant impact on your relationship with subordinates. Be mindful of how you communicate, and be flexible in your communication: in other words, adjust your communication style so that it suits the specific needs of each individual employee.
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