Generation Z: The Next Great Generation
Dee Ann Turner is the Talent Expert in Residence at High Point University
Chris is rock-star level talent for any organization. He recently graduated with honors in a sought-after major at a top 25 university. During his college career, he participated in two high-profile summer internship programs, lettered in football in a very successful division 1 program and started 3 businesses – 2 before graduating from high school and one in college. His last internship produced a job offer one year before he graduated. Focused, determined, competitive, wicked smart and role-model work ethic are words used to describe Chris.
A group of young women involved in an endowed Fellows program at their University joined a nearly 40-year business leader veteran for dinner at an upscale restaurant. After a night of perfect etiquette and stimulating business conversation, the executive was quite impressed with each of the young women. Their summer plans were diverse and included studying business abroad, interning on Wall Street and volunteering to serve in a developing country.
Any organization would want Chris or any of the young women on their team.
There are thousands upon thousands of them early in their careers or entering the workforce right now.
But instead of focusing on what Gen Z offers and what they want in return, some organizational leaders have bought into stereotypes that might not necessarily be true.
For instance, these are some of the questions I have been asked:
How do you keep an eye for and retain quality/qualified staff in such a business world where the window for opportunity and field for quality keeps getting slimmer and slimmer?
The majority of those who are younger . . . did not grow up with proper work ethic/manners and do not care a thing about maintaining a company's core values?
In short, how do you apply your philosophy in a COVID-stricken world; especially as business leaders are forced to sacrifice values to stay open?
I'm also really concerned about the younger generations who may not be able to relate to hard work ethics like older generations.
In my work with Gen Z, this is not my experience. Sure, some fit this description, but isn’t that true of every generation?
What I have discovered, instead, is that there are three desires of this generation to stay satisfied in their career and current job. Many organizations are focused on 30 things to try and attract and keep Gen Z, but I believe if you focus on these 3, your recruitment will improve and your retention numbers will grow.
Gen Z wants:
An organization with a remarkable culture. Not so long ago, most organizations did not pay attention to culture, but then came The Great Resignation and almost every organization is investing heavily in culture. What are the important elements of a remarkable culture?
A meaningful organizational purpose. The organization knows its “why” and uses its purpose for every decision they make.
A challenging mission. The organization chooses a big goal to achieve and uses it to rally the spirit of the organization in accomplishment of the mission.
Demonstrated core values. The organization determines the behaviors that reflect its purpose and mission and they are consistently demonstrated at every level of the organization.
To pursue a higher purpose. This generation wants to be part of the greater impact of an organization. They don’t want to just work for someone who gives away money for a higher good, they want to be able to serve, hands-on, and participate personally in the impact.
A leader to invest in their growth and development. It is true, that many want to see a career path, but more importantly they want someone who cares about their career and is committed to helping them grow. Offer skills training, education, leadership development or even personal development to help younger talent grow.
Just like Chris and the young women in the Fellows Program, there is incredible talent available if organizations are willing to meet the greatest professional needs of the members of Gen Z.
Gen Z is a special generation. They are smart as they have had access to game-changing technology all of their lives. They are productive. They don’t need to work the hours that older generations did because they have better tools to do more and do it faster. Most importantly, they are resilient. They were born during 9/11. They watched their parents lose jobs in the financial crisis of 2008 and they went to college during a global pandemic. They know how to adapt to most any situation. I believe they are the next Greatest Generation.
If you are trying to lead through The Great Resignation, you might find help in my book: Bet on Talent: How to Create a Remarkable Culture and Win the Hearts of Customers.
I hope you will join me in helping Gen Z crush it. After all, their future does not depend nearly as much on us as our future clearly depends on them.
