Tech Savvy and Innovative with GenZ

Gen Z, as the largest generation entering the workforce, brings unique attributes shaped by their digital nativity, creativity, self-reliance, Career Development, Strong Mentoring, Senior Leadership, Value Relationships, and adaptability. Here’s how leaders can leverage their talents:

1. Digital Natives: Gen Z’s comfort with multiple devices and short attention spans result in extensive online usage. Goldman Sachs reports that nearly half of them spend ten hours online daily. Organizations must prioritize career development opportunities over promotions and create on-the-job learning experiences to engage this generation effectively. Communicate that growth comes from new learning and not just promotions.
2. Creative and Entrepreneurial: 55% of Gen Z’s globally aspire to start their own companies. Leaders should foster an environment that encourages innovation and entrepreneurship within their organizations. Develop a solid mentoring program, including reverse and peer-to-peer mentoring, to promote employee creativity and idea sharing.
3. Self-Reliant and Resourceful: Gen Z’s reliance on the web for information makes them self-reliant and pragmatic. They don’t feel the need to take a back seat to more experienced individuals. To attract and retain this generation, leaders should invest in training managers to be effective coaches instead of just supervisors. This will help build trusting relationships between employees and managers.
4. Adaptable and Agile: Gen Z has grown up in complex times, adapting well by taking initiative, thriving in agile environments, and questioning the status quo. Collaborative learning is second nature to them, making social media an essential tool for building personal and professional relationships. Career development opportunities that align with their values will help attract this generation to your organization.
5. Career Development is Key: When looking for a first job, 36% of Gen Z’s are more interested in job growth opportunities than salary. Organizations must reconsider how career development works by creating on-the-job learning opportunities instead of focusing solely on promotions. Communicate that development comes from new learning experiences rather than just promotions to ensure meaningful work for employees. Allow your workforce to be intrapreneurs by providing them with the resources they need to innovate within your organization.
6. Strong Mentoring Programs: Develop a solid mentoring program tailored to Gen Z’s needs by offering reverse mentoring (where older employees learn from younger ones) and peer-to-peer mentoring (where employees learn from each other). Mentoring programs promote creativity, innovation, idea sharing, and relationship building within your organization while fostering personal growth for individual employees. Consider partnering with external organizations or industry experts for additional resources if needed.