Generation Z is beginning to integrate itself into the workforce, representing a new source of candidates for companies interested in securing incoming talent. As with any new generation, many organizations are wondering how best to manage Gen Z employees, particularly since tension still exists between millennials and Gen X, as well as baby boomers.
Gen Z doesn’t have the same priorities as Gen Y, and many of these younger workers are fairly optimistic about their futures. But, like many millennials, technology is an ingrained part of their lives, and that can create challenges for managers who aren’t as device-centric. If you want to make sure these employees feel welcome and ready for success, here’s what you need to know about who should manage Gen Z workers.
Millennials Are the Best Match
While Gen Z may be more focused on inclusion than Gen Y, the two generations also have a lot in common. Both were raised with technology, making them more open to the advances that are on the horizon. In fact, Gen Z sees technologies like AI and machine learning not as threats to their job security, but as opportunities that will improve how people work. This can be a stark contrast to the positions many Gen Xers and baby boomers hold, but millennials will likely connect with the perspective.
Additionally, both Gen Y and Gen Z value workplace flexibility, including alternative work arrangements like nontraditional schedules and remote work. They also support the fluid nature of their professional and personal lives, promoting the agile culture that many millennials have worked to build. Since Gen Y and Gen Z see eye to eye in this area, millennials may be particularly well-positioned to manage Gen Z workers.
Gen Z Prefers Millennial Managers
Since Gen Y and Gen Z have similar values, it shouldn’t be a surprise that the newest working generation would prefer a millennial manager. Both generations prefer to find employment opportunities that provide them with purpose and allows for some level of personalization. Additionally, neither group considers their salary as the most exciting part of securing a particular job, prioritizing other perks like flexible scheduling, opportunities for advancement, and progressive maternity and paternity leave policies over higher pay.
The shared set of values makes it easier for millennial managers to relate to Gen Z employees and vice versa.
Now, this doesn’t mean that a Gen X or baby boomer manager can’t successfully lead a Gen Z worker, especially if they have effectively managed millennials during their career. However, Gen Y managers may be particularly well-positioned to take on the challenge as we learn more about what the newest working generation desires in the workplace.
If you are looking for more information and need to add a new professional to your staff, the team at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our services can work for you.