The Generation Z works to live. Not the other way around. The digital natives have correspondingly high expectations of their employers. 5 fields of action that you should work on as a boss or manager.
For members of Generation Z, living without Instagram, Whatsapp, or YouTube is possible but meaningless. After all, those born after 1998 have been at home on the (mobile) Internet since childhood. However, anyone who associates Generation Z with a high affinity for technology is falling short. Because the workforce of the future is characterized by one thing above all: They show attitude and have values. Whether Fridays for future, BlackLivesMatter, or the consistent renunciation of meat: Members of Generation Z know what they want and are committed to it.
This is even more true in the job: For many job starters, making a career is secondary for the first time, but it is much more important to do something meaningful. This is why the young generation of skilled workers cannot be inspired to take up a job by flexible working hours and remuneration models alone. Instead, they attach great importance to “soft” aspects such as the right to a say, open communication at eye level, and working in an equal team. This requires one thing above all: a modern corporate culture without rigid hierarchies and short decision-making paths.
Five success factors for companies that want to inspire members of Generation Z
1. Innovative remuneration systems
Money alone does not make you happy. A truism that nevertheless only a few companies take to heart. Of course, skilled workers of Generation Z also want to be properly paid for their work. However, researchers at the University of Basel have shown that classic wage increases do not permanently improve employee motivation. On the other hand, free company parking, company bicycles, fuel vouchers, or other flexible remuneration instruments contribute much more to making young employees feel comfortable at their workplace.
2. Flexible working hours
Time clock, time card, and working hours set in stone are a no-go for Generation Z. The compatibility of family and career is an important issue for the next generation of professionals. They want to decide for themselves when they work. And not only when they have small children. But in general. Some people are more productive early in the morning, while others tend to get into top form in the late afternoon or evening. So companies that don’t restrict their employees benefit twice over: employee loyalty increases. Productivity, as well.
3. Work opportunities independent of location
In addition to working hours, the place of work also plays a major role for Generation Z. At the latest, since the beginning of the Corona pandemic, the home office has become a matter of course for employees and companies. This is good news for the next generation of skilled workers. The crisis has made working from home acceptable – now companies should take the opportunity to offer their young employees even more flexible working conditions.
4. Cooperative management models suiting Generation Z
It used to be clear: What the boss says is valid. But in Generation Z, authoritarian bosses bite the dust. The future workers no longer want to be restricted from above but demand maximum freedom of action and decision-making. They do not want to continue to be the recipients of orders after school, training, or studies. True to the formula “Shared responsibility leads to double success,” companies should rely on cooperative management concepts.
5. A good working atmosphere
One of the most important aspects of scoring with Generation Z workers is a good working atmosphere. This starts with a good management style and does not end with the collegial interaction between employees. The design of the premises and workplaces as well as team events outside work also contribute significantly to a good working atmosphere. Those who keep in touch with their employees after work blur the line between work and leisure time. This goes down very well with Generation Z.