Digital generation: how to work effectively with Generation Z

Representatives of Generation Z are just starting to become active in the labor market. Of course, the development of each personality is influenced by many factors: heredity, upbringing, and environment. I am against labeling: each person is individual and can combine the characteristics of any of the generations. For example, a representative of the Z-generation who is focused on the opinion of his or her parents may try to be like one of them and have more X-characteristics than his or her peer who has other guidelines. Nevertheless, let's try to determine what traits most Zetas have.

1. Excellent skills in working with information. Representatives of the digital generation quickly find, filter, and apply information. They have a broad outlook. However, they sometimes do not have a good memory because they can always turn to a search engine.

2. Search for new technologies and tools. If you're still working in Excel, Generation Z will find three other ways to replace it or automate information so that the work doesn't take up too much time.

3. Developed critical thinking. Access to different knowledge and opinions is unlimited. Accordingly, the likelihood that a representative of Generation Z will choose the third solution when choosing from two is quite high.

4. Multitasking. They can do several things at once because they have been developing this skill since childhood. If you see a Generation Z representative simply adding information to the system, be sure that they are thinking about something else at the same time. At the same time, they can engage in a conversation with you and eavesdrop on colleagues.

5. Focus on your own interests. Not the needs of others. There are now more vacancies than applicants, and every company is trying to be attractive to its employees and lure new specialists. You don't have to think about not finding a job. You don't have to put up with what you don't like. Besides, it was very difficult to get your first job 10 years ago. Representatives of Generation X and even Generation Y worked for free to get an internship. Nowadays, this is rare. And large companies usually offer paid internships.

6. Tolerance for failure, willingness to try again. Children grow up in an environment with a variety of games: you can always go to another level. Or you can put it off until tomorrow and try again. This skill is also used in other aspects of life.

7. Unwillingness to accept criticism. Coaching can help guide you.

8. Emphasis on self-development. Not receiving new information is tantamount to suffering for them. After all, in childhood they were punished by taking away gadgets.

9. Social responsibility. According to the Cone Gen Z CSR Study, 94% of Zetas would prefer to work for a company that contributes to solving social and environmental problems.

10. The desire for freedom. Managers will have to develop leadership skills. "The Zetas do not accept authoritarian management.

11. Focus on achieving quick results. Intolerance to boring, fruitless work and lengthy processes. For example, studies show that Zetas would prefer a small promotion soon rather than a serious "someday". If the X generation had to develop patience from childhood, wait for a trip to the theater as a holiday, endure humiliation from teachers because there was no other option... Now the world is full of opportunities that allow them to quickly satisfy their needs.

12. Healthy self-esteem. If the work is interesting and necessary for them, they are really able to do a lot to achieve the result. Even defeat or lack of knowledge will not stop them. But if they don't like something, nothing will make them "bend to the changing world". This instability may be surprising to representatives of other generations.

13. Flexibility. And, accordingly, interest in the company's flexible approach to the schedule and framework: choosing between a well-paid job with a rigid schedule and a lower-paid job with a flexible schedule, most will choose the second option. They understand what the "delayed life syndrome" is. And they choose to live here and now.

How to work with the Z-generation?

1. Find out during the interview what the Z-generation candidate really needs. What is the purpose of his search. And what timeframe they have set for themselves to get what they need. If you can't give this information, don't start working with them. And if you hire someone despite the mismatch of your expectations, remember that this is a temporary solution.

2. Motivate the applicant with the company's history, principles, approaches, and social responsibility.

3. Systematize and organize effective and stable HR work: adaptation, evaluation, training, etc.; include all the information received in the internal BPM\HRM system for further analysis.

4. Break tasks down into iterations, emphasizing the achievement of each result and providing regular feedback.

5. Give additional tasks that allow the Z-generation employee to prove themselves. For example, to adapt a newcomer or entrust a project in the field of social responsibility.

6. Introduce at least elements of gamification. Alternatively, tie incentives to iteration - for team building, leadership, innovation, etc.

7. Introduce a mentoring system (a mentor can be an equal employee).

8. Introduce a mentoring system (allocate a mentor in each of the company's areas to help realize the potential of others).

9. Introduce a matrix management structure, avoiding a direct hierarchy.

10. Teach managers to coach, to set tasks concisely and with a clear sequence of actions.

11. Regularly review the motivational part (it is better to divide the salary review in the amount of X into quarterly small increases than into semi-annual or annual ones), arguing that it is gratitude for good work.

12. Do not limit yourself to material motivation.

13. Actively use apps, messengers and social networks in all processes, from recruiting to internal communications.

14. Develop team building: spend time together, organize sports teams, competitions, etc.

15. Introduce a flexible schedule if the company's business allows it.

16. If your company has a system of fines, replace it with a system of rewards. For example, if you are not late all week, you get a "badge". If you collect several, you get an extra paid day off, movie tickets, etc.

17. Divide positions into grades, periodically promote employees, recognizing their contribution to the company's development.

It would seem that there are too many difficulties. We would have to introduce a number of innovations for successful and well-coordinated work. However, the world has changed. And we need to accept it. Nowadays, working with employees can be compared to raising children: everyone is unique and requires a special approach, acceptance of their personality, love and respect. And then they will surprise you with tremendous success and extraordinary solutions.