As someone who belongs to Generation X, I have always found it relatively easy to work with Boomers, and the feeling has been mutual. Throughout nearly three decades of my professional life, spanning both the corporate world and the government, I have collaborated effectively with my superiors and have gained a deep understanding of their perspectives.
When I was the communications manager of a multinational company, the challenge for me was understanding my team, which consisted of Gen Y, or Millennials. While there was obviously a generation gap, it was important to reach out to these young, optimistic, and often assertive individuals to ensure they felt valued and appreciated—such efforts are essential for fostering an inclusive culture. Today, Gen Y members have moved up in the hierarchy and are now tasked with working together and understanding the succeeding generation: the Zoomers (Gen Z).
As a refresher, Gen Z are individuals born roughly between mid-1990s and early 2010s. They are the first generation to grow up with the internet and digital technology from a young age, making them highly tech-savvy and connected. Hence, they are also known as the “digital natives.”
Here are some general key traits of Gen Z, according to a study conducted by Stanford University:
Diverse: Gen Z is the most racially and ethnically diverse generation to date.
Tech-Savvy: They have grown up with smartphones, social media, and instant access to information.
Financially Focused: They tend to be pragmatic and financially cautious, having witnessed economic challenges during their formative years.
Entrepreneurial: Many Zoomers are entrepreneurial and value independence in their careers.
Socially Conscious: They are often engaged in social and political issues, advocating for change and equality.
Wellness conscious: Gen Z is highly vocal about mental health, prioritizing well-being over traditional career or financial goals.
In today’s rapidly evolving workplace, the integration of Gen Z poses both challenges and opportunities. Recent surveys, such as the one conducted by Intelligent.com in September 2024, highlight concerns from employers regarding the performance and professionalism of Gen Z employees.
The survey revealed that 60% of employers have already dismissed Gen Z hires just months into their employment. The primary reasons cited include a lack of motivation, poor communication skills, and unprofessional behavior. Additionally, employers have raised concerns about tardiness, inappropriate workplace attire, and unrealistic expectations for rapid promotions.
While these concerns are valid, it is crucial to recognize that Gen Z represents the future of our workforce. Bridging the generational gap and fostering a harmonious working environment is key to unlocking their potential as future leaders.
The disconnect between Gen Z employees and their employers often stems from differences in values, work styles, and expectations. Many Gen Zs, as what I have already mentioned above, are digital natives, having grown up with technology and social media, which has shaped their communication habits and work preferences. While this tech-savviness is a valuable asset, it can sometimes lead to misunderstandings with older generations who may prioritize face-to-face interactions and traditional communication methods.
I am pretty sure every Human Resources department has strategies to manage their Gen Zs to ensure retention but beyond HR, team leads and managers also play a crucial role in supporting and integrating Gen Z employees into the workplace.
In my experience, here are some approaches I took that seemed to have worked well with my subordinates:
- Provide Constructive Feedback: Gen Z employees may struggle with receiving feedback. Managers should provide constructive and timely feedback in a supportive manner, focusing on growth and development rather than criticism.
- Foster Collaboration: Encourage teamwork and collaboration by creating opportunities for Gen Z employees to work with colleagues from different generations. This helps build mutual understanding and respect.
- Recognize Achievements: Regularly acknowledge and celebrate the achievements and contributions of Gen Z employees. Recognition and appreciation can boost morale and motivation, helping them feel valued and engaged.
- Adapt Communication Styles: Understand that Gen Z employees may prefer digital communication methods. Managers should be flexible in their communication approaches, utilizing both digital and face-to-face interactions to effectively connect with their team.
- Support Career Growth: Gen Z employees, just like my generation, value career development and opportunities for advancement. Managers should provide clear pathways for growth, including professional development plans and opportunities for skill-building.
It is essential to recognize that concerns about Gen Z are broad generalizations and do not apply to every individual within the generation. Our unique culture and Pinoy upbringing have also shaped our own digital nomads.
Ultimately, the goal is to create a more harmonious and productive workplace where different generations can coexist and thrive. By bridging the generational gap, we can ensure a diverse and dynamic workforce that drives innovation and success.
