Today’s workforce spans four generations, each with its unique approach to work and values. This diversity poses challenges for companies, especially when it comes to Generation Z. The younger generation prioritizes partnership, transparent communication, and personal growth, even if it means switching employers frequently. Managers must focus on integrating multigenerational teams, identifying and leveraging employee talents, and creating an environment that benefits both the organization and its workforce. Every generation brings distinct strengths that can be enhanced through knowledge sharing.
Understanding the Generational Divide
Generations differ significantly in their upbringing and outlook. Generation Z, shaped by constant change—climate crises, global conflicts, and adapting to life during a pandemic—often views change as the norm. For instance, switching jobs every 1–2 years is natural for them, a mindset that may be misunderstood by older generations as a lack of loyalty.
“Instead of focusing on differences, leaders should think about how to effectively integrate young employees into their teams. Communication challenges aren’t always about age or experience; they can stem from personal traits. Disagreements and differing project approaches have always existed in teams—they’re not specific to any generation. Increasingly, organizations, including Michael Page, emphasize inclusivity, avoiding the categorization of candidates by generation,” said Karolina Likos, Senior Consultant at Michael Page Human Resources.
She highlighted tools like the Gallup StrengthsFinder, which helps teams identify talents, strengths, and collaboration strategies, fostering effective teamwork.
The Role of Leaders in Multigenerational Teams
Generations can complement one another. Generation Z excels in utilizing artificial intelligence, while older employees contribute with their soft skills and life experiences. It’s the responsibility of managers to harness these talents and blend them into cohesive teams. Leaders must avoid fostering biases and ensure that every team member feels valued.
“Generation Z doesn’t want to be treated differently from older generations. They value partnership and the feeling that their opinions matter. This approach by leaders will pay off in the future, as the company gains motivated and dedicated employees who work well with others,” added Likos.
Addressing Misconceptions About Generation Z
Generation Z is often criticized for preferring remote work, frequently changing jobs, or rejecting traditional work patterns like overtime or neglecting personal health. These behaviors stem from a greater self-awareness and understanding of what they need for effective work. They also embrace work-life blending, a model based on trust and partnership between employees and employers.
Leaders sometimes mistakenly give younger employees the impression of being heard without taking actionable steps. While it’s not necessary to overhaul the entire organizational culture for Generation Z, implementing their suggestions in lower-risk projects can be valuable.
“Younger employees expect more frequent feedback compared to their older colleagues. For Generation Z, a leader should foster a culture of open feedback. Even small conversations about work can help identify potential issues that affect outcomes,” commented Likos.
What Can We Learn From Generation Z?
Traditionally, emotions were considered out of place in business. Generation Z challenges this notion by openly expressing emotions, showing that emotional transparency can positively impact team relationships and company operations. This generation is more self-aware and eager to leverage psychological insights, placing great importance on emotional aspects of work.
Feedback culture ties into this openness. Generation Z seeks recognition rather than judgment. Leaders should focus on celebrating small wins, highlighting individual talents, and providing constructive criticism. Developing active listening skills among managers is essential to turn feedback into action.
Flexibility is another critical value for Generation Z, including remote or hybrid work options. According to the Michael Page Talent Trends report, flexibility is increasingly important across all generations. For Generation Z, opportunities for development and career progression are equally vital. They want clarity about potential future roles, enabling them to plan their next steps. Transparency and honesty are highly valued.
“Younger generations want to work in alignment with their values and appreciate a sense of mission. They thoroughly evaluate an organization’s culture and values before committing. This isn’t exclusive to Generation Z but reflects a broader trend toward authenticity in the workplace. Leaders should identify strengths and weaknesses, leverage their potential, and build teams that complement one another’s skills and communication abilities. It’s worth focusing on what we can learn from Generation Z and how their perspectives can benefit organizations, rather than emphasizing generational differences,” concluded Likos.
Source: Manager Plus