The context:
Gone are the days when an organisation would hire an employee, and that employee felt forever indebted for the job and remained loyal no matter what. The workforce has changed, and with it so has the way work is viewed. In 2023, people have more job options and are less dependent on their organisations and their demands. This is why the younger generations in your workforce, Gen Z and Millennials, are not grateful that you gave them a job. In fact, they expect more from you and the organisation. In this blog, we will explore why they are not grateful and what you can do to change that.
Problem
The younger generations entered the workforce with a different outlook to life, work, and how to do it. Then the pandemic hit in their early working years and showed them that work can in fact be done in new, technology driven, freeing ways. Social media influencers share their philosophies on maximising life, side hustles, and challenging the status quo. And the generations that came before want them to behave as they behaved in their early careers. It is a perfect storm for conflict.
Solution
Leaders need to understand the younger generations and become flexible, dynamic, and collaborative in their leadership style if they want to attract and retain talent. Leaders need to develop, and LeaderX is the role model for being an inclusive, yet outcomes driven leader, with all of their Xennial and GenX experience, and their ability to connect and collaborate with other generations. They are the bridge they connects the old and new and find those rich green pastures.
Empower and include
One of the main reasons why Gen Z and Millennials are not grateful for a job is that they want to shape their own destiny. They want more control over their work, such as what they do, how, where, and when. According to the Deloitte 2023 Gen Z and Millennial survey, a third of respondents would leave their job, even without another one lined up if their employer did not give them autonomy and empowerment. They still want mentoring and experience, but don't believe that just because you have always done something in a certain way, that it has to continue. They value transparency and trust highly and don't want to kept in the dark. They want to be involved and included in decisions, ideas, solutions and not treated as kids. By empowering people to shape their work, involving and including them in decisions, leaders can access the talent they need and keep them within their organisation. They also know a lot more than many give them credit for.
Know your people
The workforce is changing, and with over 60% of the workforce under 40 by 2025, leaders need to listen to the thoughts and feelings of the next generation around social consciousness. These generations may appear to some just being 'woke'; yet they are wide awake and challenging the status quo and the way things have always been done. Individuals feel an increased sense of empowerment and responsibility to stand up for what they believe in and what is important to them. Two in five under 40s would reject a job or task because it didn't align with their values or went against their beliefs. A coaching approach would help leaders to really understand their people and what puts fire in the belly and ignites their passions. The power dynamic has changed, and you cannot simply make people do something because they have a contract of employment anymore.
Digital Natives
Technology has made it easier for people to create value without being tied to a specific organisation or job. They can work from anywhere, contract to multiple companies, or go freelance. They have access to knowledge and experience at the swipe of a screen, and can communicate globally with peers and experts. Automation and AI tools enable people to do great work in an instance, while digital transformation has facilitated more management and control over real-time analytics for fact-based decisions rather than assumptions.
In this changing landscape, it is critical that leaders listen and engage with the current generation's needs. They need to embrace diversity, make sure the work aligns with employees' values, and provide learning and development opportunities. Leaders can help their team to define success, set objectives, and realise their potential. They can create a culture of trust, respect and psychological safety whereby employees can experiment, ask questions and share their views knowing they will be supported even if things don't go to plan.
BUT the leaders need to change. They need to learn how to lead a multi-generational workforce who grew up in very different worlds. The ultra digital natives and super connected GenZ don't know an world of analogue and looking for information in books. They don't know of a time when children should be seen and not heard and were taught to respect their elders. Self respect and self belief poured on their breakfast cereal. So don't try to make them fit into your world view. Help yourself lead by understanding the world in which they grow. Engage, discuss, include and they will be mentored by you, and vice versa.
1. Empower the workforce and involve them in decisions, ideas and solutions.
2. Listen to the thoughts and feelings of future generations around social consciousness.
3. Understand what puts fire in their belly and ignites their passions through a coaching approach.
4. Respect the changing power dynamic and understand that employees cannot be forced to do something because of their contract of employment.
5. Embrace diversity and provide learning & development opportunities.
6. Create a culture of trust, respect and psychological safety for experimentation and sharing views.
7. Understand the world in which GenZ has grown and engage, discuss and include them in decisions.
8. Mentor each other to better understand the different generations in the workforce.
Gen Z and Millennials are not grateful that you gave them a job as their expectations have changed from the traditional model of work. They have access to more options and information, which in turn has led to an increase in empowerment and responsibility. Work needs to align with their values, and they need to feel respected and included in decision-making processes. Leaders need to listen to their employees, embrace diversity, and provide learning and development opportunities to retain their talent. The landscape of work has changed, and organizations need to adapt to keep up.