What do you know about Generation Z?
That’s the question I asked myself as I prepared for my most recent speaking engagement. I had the opportunity to lead a fireside chat with Gen Z expert, Meghan Grace.
So often when we think about diversity, we think race, gender, disability, etc. But do we think about generational differences as a form of diversity? Many of us look at generational differences at work solely through the lens of experience, but there’s more to the story.
I’ve got a Gen Z sitting at my dinner table every night and two that are out on their own. But what do I really know about this generation?
What do you really know about this generation?
A few facts to get you started. According to Meghan Grace, who co-wrote Generation Z, A Century in the Making, with Corey Seemiller, Gen Z was born in the years 1995 to 2010.
As they’ve lived their young lives, they’ve witnessed recession, war, political upheaval and turmoil. They’ve never lived a day without connectivity to their peers, the world, and information via the latest technology, social media, apps, and the like. They were fully immersed in the COVID experience, with hybrid or remote schooling.
They’ve been trained in how to survive active shooter situations at school. They’ve seen a Black president, a female candidate for president, and a celebrity millionaire president. And there’s more, but let’s focus on the world of work.
Today, many of us are experiencing Gen Z as they enter, what some of us would call, their first REAL jobs. Many are in their mid to late 20’s. Now, before you discount those individuals as “too new or inexperienced” in the world of work, let me tell you what they bring to the table because of their lived experiences.
Gen Z believes in equity and inclusion, is motivated to solve problems, leverages their networks, and knows how to mine for information. They hold people accountable with data and information. They want to see results to the world’s problems. (Think Malala Yousafzai, 2014 Noble Peace Prize Winner, born 1997).
They vote. They volunteer. And they manage their money for a rainy day. They believe in innovation and hacking the system to solve problems. They’re from the gig economy and if work doesn’t work for them, they move on to a “gig” that is a better fit or they “gig” for themselves.
What’s a bold leader to do?
Embrace them. Learn from them. Develop them. Promote them. Get their input and advice. Give them big problems to solve.
Let them help us redefine the corporate experience! Let them help us redefine what’s possible in organizations.
BASIC Leaders see Gen Z as another group of newbies that they don’t really understand. They figure out how to work around them.
BOLD Leaders see the value in Gen Z, and they work to leverage their talents for the team and the organization.
BADA$$ Leaders see Gen Z as the future leaders who will redefine the corporate work experience. They develop them and promote them and let them solve problems. But, most importantly, they learn from them and use that knowledge to create a better work experience for everyone.
Bring on Generation Z. We’ve been waiting for you! We need you!
PS. I highly recommend the book if you want to learn more about this generation.
Navigating difference can be overwhelming. If you’re struggling to work with your leader, colleagues, or your own team, I can help. Schedule a consultation here.
BE AUTHENTIC.
CHOOSE BOLDLY.
MAKE A DIFFERENCE.