"These young people today!" still rings in my ears. And a rather exasperated "You'll never amount to anything!". These statements from my grandfather are burned into my brain. These very demotivating sentences were hurled at me back in the last millennium.
Do they sound familiar?
They persist. The exclamation of the older generation: "These young people today!" But were we really so different in our youth - especially "better"? Better educated? More obedient? More well-mannered? There are some differences to previous generations, and when companies hire trainees and young professionals today, they belong to Generation Z. What does it mean to hire someone as part of this "Generation Z"?
Here are a few key facts and general characteristics for a better understanding and a rough overview:
- People who belong to the Generation Z cohort were born between 1995 to 2010.
- They are therefore between 13 and 28 years old today.
- Generation Z is the first generation to grow up with smartphones.
- They are tech-savvy, always online and well connected.
- They value entertaining, fast, intuitive and sustainable products and services.
- She keeps herself informed on websites, podcasts and blogs and is active on social media.
- She has a strong environmental awareness. Sustainability is an important topic.
- To some extent, Generation Z appears impatient and demanding. They are used to being protected, treated as equals and positively encouraged.
- It avoids packaging material and prefers regional organic food.
- She attaches great importance to a healthy lifestyle - a smartwatch on her hand should indicate her state of health.
- Freedom and self-determination are important to her.
- Owning a big car is no longer a status symbol.
- Financial security and clear structures are important.
- Performance orientation is out - a good work-life balance is important.
- Clear separation between work and private life.
This is a general description of Generation Z. Of course, not everyone can be pigeonholed. And not every point applies to everyone. The characteristics and values mentioned are general aspects that provide basic information. In order to find and retain employees, it is imperative for entrepreneurs and managers in the electroplating industry to realize that the job market has changed - from what was once an employer's market to an employee's market.Today, companies are no longer the ones who offer a job and can choose the ideal candidate from hundreds of applications. They are inquirers. They are looking for available manpower, for the next generation of specialists.
So what should a manager look out for if they want to successfully lead and motivate a Generation Z employee?
- A harsh and commanding tone is a thing of the past. Appreciation and interaction at eye level are the order of the day. Generation Z wants to have a say and a pleasant working atmosphere. Generation Z people want to understand the underlying meaning and purpose of tasks.
- 60-hour weeks are not tolerated. Just work and perform? No, this contradicts Generation Z's idea of a relaxed work-life balance. They want secure framework conditions and working time models that meet their need for freedom and self-determination. Overtime or mixing the world of work with private life is rejected. Generation Z doesn't want to be taken over by their job.
- At the very beginning of my career, I didn't dare contradict my line manager. Today, on the other hand, young people like to be blunt and express their opinions. But criticism? No, they tend not to tolerate criticism. Authority is rejected. It is important to ensure that communication takes place on an equal footing and that topics are discussed objectively. Generation Z people are motivated if they can understand why a job is necessary. It also makes sense to celebrate successes at work and encourage them to enjoy their work.
The disparate values of different generations can clash quite violently. And cause quite a bit of incomprehension on both sides. This is because the values and motivation of older employees and managers are sometimes diametrically opposed to those of Generation Z.
Hence my plea:
In order to avoid an uncontrolled outflow of valuable know-how through any resignations by frustrated and demotivated employees, I recommend working together to develop a relaxed working atmosphere at eye level with even more cross-generational understanding for each other.
