Navigating the Generations

In management, one of your most valuable tools to help with working with employees is connection. Unfortunately, sometimes that connection isn't there. Working between generations can be difficult, costly, and at the end of the day, frustrating.

I've heard it commonly stated that there is something fundamentally wrong with the next generation, or that 'they just don't make them like they used to.' It's been most concisely stated:

“The children now love luxury; they have bad manners, contempt for authority; they show disrespect for elders … They contradict their parents … and tyrannize their teachers.”

What this quote really proves is that this problem isn't new. While it does prove my point, it is by no means a recent sentiment. That statement was made by Socrates--as in the Ancient Greek Philosopher Socrates. The problem isn't any ineptitude of a certain generation, but a lack of communication and understanding between generations.

To bridge this gap, it is necessary to understand why there's a difference in generations, what sets Gen Z apart, how to work with the individual, and what qualities make a good employee.

Overview

The defining difference between a younger generation and older generation is that of experience. It's needless to say that an older generation has experienced more things than a young whippersnapper, but it is often forgotten that such experience comes with the baggage of different values, language, and perhaps most importantly, perspective.

It is that difference in perception, molded by the world one grows up in, that commonly leads to so many disagreements, miscommunications, and general contempt between a younger and older generation.

The Generation

Who is Gen-Z, anyway?

At the most basic of the definition, members of generation Z are children born between 1996 and 2010.

It is easy to argue that the generation is a product of the time it was born into. These individuals are the first of the technology natives, born into the era of information. They are also the first generation to not remember a pre-9/11 world. To finish the broad brushstrokes, they were born right before or during the financial insecurity of the great recession.

According to the Pew Research Center, Gen Z tends to be the most open-minded generation, with the most positive views of those in different racial groups, sexual orientations, and even the government's ability to solve problems.

They tend to value individuality, inclusivity, and dialog to promote understanding and lower conflict. They also tend to act on principle, and will oftentimes dictate their actions based on what they feel is ethical (McKinsey & Company).

But why does this matter?

Understanding a person's background, views, and values helps you get a basis for where they are coming from and, consequentially, why they think what they do. Ultimately, everyone's thoughts and actions are based upon their own experience and how that dictates their ideas on what's right and wrong.

While it is ultimately impossible to give background on all the views a generation might have, a reminder that their experience differs from yours can help in giving a reminder that different viewpoints can still be validated.

The specifics of how to motivate Gen Z based upon their different experiences will be discussed in later blog posts. For now, a good foundation to start with is respecting their viewpoints based on an understanding of their own experience and giving them room to express their individuality appropriately.

The Individual

It is important to remember that while there are many principles that can help you work with a generation as a whole, when it comes to management, eventually it will all filter down to individuals.

Perhaps this is the hardest part about working with Gen Z--they value who they are as individuals, and expect to be treated as such. Essentially what this means is that blanket management won't work. Working with employees is no longer a world of an inpersonal relationship between supervisor and employee, where what works for one employee works for them all.

Well, not in a healthy work environment, at least.

Ways to help the individual shine will be covered in later posts. For now, keep in mind that creating a solid workforce will require solid work from you, and it starts with getting to know your team as people rather than just means to getting a task complete.

To Gen Z

Whether you are a manager wondering what qualities to look for in a new hire, or a member of the upcoming generation trying to build the skills you'll need to be successful professionally, here is my advice:

1. Successful employees are able to find a purpose. Work satisfaction and productivity naturally increase when you are able to find a purpose behind what you are doing.

2. Communication is key. This isn't just about being able to communicate in person--having the ability to communicate through multiple forms, whether that be text, email, chat, or in person make you a more realiable worker, easier to depend upon, and in general easier to deal with. People that aren't good at communicating drop tasks, get avoided in projects, and eventually stagnate.

3. Adaptation is survival. It is impossible to be taught everything you'll need to know in a workplace--and even if you were, with the constant changes in technology, that knowledge will soon become out of date. Employees that can think outside the box to solve problems and adapt to new situations are the ones that will eventually become leaders.