Developing our Future Leaders Gen Z

Paula West
March 15, 2024
Media Article

Discover how to navigate the complexities of working with Gen Z, who will make up 27% of the global workforce by 2025. From integrating human skills training to leading with empathy, explore strategies to engage this tech-savvy, globally connected, yet often isolated group effectively. Click for invaluable employer advice.

Gen Z is expected to make up 27% of the global workforce by 2025. Are you ahead of the learning curve on how to work with this tech savvy, globally connected, yet in many ways isolated group of workers?

Gen Z is a very connected generation because of the internet with endless access to limitless information. They are more aware of what is happening in the world. They are fast to embrace recent technologies and want to integrate them into their work routine.

Social media, branding, and technology – they know how all this works. When older generations started work, we did not know these things or have these skills; we learnt them on the job. What employers need to do is acknowledge that yes, young people have a grand scope of knowledge that we do not have or still need to learn, but they need to learn and understand what we must teach them; the human skills they have not been taught or have developed. Incorporating human skill training along with job function skills will help keep your younger staff engaged and feel valued.

Leading with empathy is a common trait that is working for many employers. Understanding that the apparent self-confidence is being mis-interpreted as entitlement. They are not as confident as we perceive them to be and actually require more empathy than most previous generations are used to providing. Their self-confidence is false and, in fact, they are very conflict avoidant and comfortable with being uncomfortable. Investing in teaching younger workers how to have uncomfortable conversations, how to give and receive feedback, should be part of your professional development plan to keep them on your team and to help them grow into valuable team members and future mentors to others.

Gen Z looks to work to find community. We have heard this before. Work is where they want to find friendships, mentors and expect that employers prioritize their work life balance. It is expected that the company wants to provide their employees a workplace that is happy, fun, and rewarding. This can seem pretty overwhelming to some employers who have not had a good long workplace culture check in.

It is reported that Gen Z prefers working for a company that aligns with their values. They do expect fair compensation for their work, but will be loyal to companies that make them feel that they are making real change. Providing a community feel means ensuring that your company has a team that presents a variety of perspectives; intellectual and cultural.

All generations of workers have strengths and weaknesses. It is hard to look forward without looking back to our own experiences. Every generation needs to continue to build their confidence around asking for help. Employers need to be comfortable learning from younger staff about new technologiesand AI. Just as young employees need to learn to ask for help in building those human skills that they are less exposed to in the online world. Remember, it is the employers, the older generations, that need to ask first. Lead by example.