Motivating Gen Z in The Workplace Effectively with Ways
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Gen Z now forms a major part of the hybrid workforce. A new mindset in the office means all new rules and ways for motivating them as well. Managers now have to figure out the best ways for motivating gen z in the workplace. It’s their responsibility to get the very best by helping them shine at work. Managers have to think differently and adapt to know how to motivate gen z employees. Gen Z is those individuals who witnessed the struggles of the 2008 recession. As a result, they need to be more secure and financially stable, which pushes them to develop unique characteristics.
Understand before motivating
Generation z has a new way of thinking and operating that adds a bold, new dynamic that’s driving the hybrid workplace. To learn how to improve gen z motivation, you have to first understand how they are as people and how they perform as a workforce. That starts with boosting communication with Gen Z in a work setting before motivating gen z in the workplace to increase productivity.
They also have to understand motivating different generations in the workplace – Millennials, Baby Boomers, Gen X, and Gen Y. Each has their own aspirations and driving factors that determine how they work. Managers can get everyone to work to their potential via interpersonal relationships, feedback, career development, and more.
Tips to motivate the youngest workforce (gen z) in the workplace
1. More feedback
One of the gen z characteristics in the workplace is that they believe in continuous improvement. It’s a trait that is born out of a pattern where they love getting updates in real-time in their non-professional life: Google, social media, friends circle, family, etc. These updates give them the information they need right away, and they’d like to get the same at the office. Managers can meet this need by giving them regular feedback on performances. Ditching the annual review for a regular feedback cycle can improve productivity and morale. They feel more valued when they know who they’re performing and can improve.
2. Building an interpersonal relationship
Gen Z-ers also love socializing along with their online communication. They feel that regular socializing strengthens the bonds of community and friendship. Gen Z prioritizes an informal work relationship and dislikes an extremely corporate culture. One way how to deal with gen z in the workplace in this respect is to close the gap between employees and managers. Doing so can help this younger generation of employees feel less tense in the office. Managers can carry out informal conversations, set up non-work-related group activities, arrange employee outings.
3. Making the office more flexible
Office design, desk layouts, cafeterias can be altered to enhance social interactions, collaboration, and happy hours. Gen Z-ers love working conveniently and might even take work outside of the traditional confines of the workplace. It’s because they don’t like excessively stressful situations. The new hybrid workplace is one solution that permits flexible, stress-free working. It promotes more freedom as they can balance their work and life, preventing possible burn-out.
4. Career development
Gen-Z workers prefer the office that gives them loads of career growth opportunities. They love constantly moving and evolving and even pick jobs based on this motive. They’re ambitious too and will be on the lookout for career advancement, counseling, workshops, training. Managers need to provide that pathway for career development that gives employees opportunities for learning, personal growth. Managers might even consider setting realistic, ambitious OKRs, doing check-ins on career interests, and carrying out coaching, mentoring, training, etc.
5. Embracing workplace technology
Technology and social media form a big part of a Gen Z-er’s life. It’s the reason why they are called digital natives, and they expect that they can use it everywhere. Integrate technology into every sphere of the office as possible. For example, the software can streamline activities, manual processes and eliminate paperwork. Technological platforms can aid their work activities too: Jira, Hubspot, Mixpanel, etc.
6. Promoting inclusion
Generation Z believes in putting diversity and inclusion in work as well. As a diversified generation, they feel it’s the most important way to share ideas and interact with other people to help themselves grow. Your company needs to foster this atmosphere if you are to attract Generation Z employees. If you already have such a diversified atmosphere, you are encouraging a robust workforce to take part in company affairs and be proud of the brand they work for.
7. Creating more value for them
While they are motivated by higher ideals, they are still looking out for the basics. As we mentioned earlier, Generation Z is driven by career advancements and financial rewards. It’s easy to understand, too – they're looking at nice wages, things like college tuition support, internships, health care benefits, etc. This financial security need matches their need to work in a purposeful company. For them, the first role or job that they take on is like a stepping stone. After that, they change jobs frequently till the age of 35.
Most Gen Z and millennials aren’t truly connected to their jobs and do look around for more opportunities elsewhere. Workers can be engaged via benefits like financial rewards, career advancements, good culture, and strong team spirit as well. They also appreciate assistance when settling into new roles. Even if Gen Z and millennials have the greatest number of college graduates, some feel they are unprepared for negotiation, conflicts, and people management.
8. Stress management
One factor that does remain constant is the amount of stress associated with the job. Gen Z and millennials are no different, and they report feeling hindered or unable to perform at maximum potential due to stress. Excess stress leads to burn-out and can be combated with work/life initiatives, short breaks, vacations, and coffee gatherings. It results in reduced burn-out, greater engagement, fewer health problems, and more mindfulness.
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