Along with the times, every industry recruits and employs cross-generational resources in its workforce. Ranging from traditionalists, baby boomers, Gen X, millennials, and Gen Z. This demographic is embedded in the business environment and will at least have an impact on organizations for the next twenty years.
By 2025, millennials (21–34 years) have surpassed baby boomers (50–64) and Gen X (35–49) in the US workforce. Estimated percentage in 2025 will be reach 75% of the workforce globally.
Over the same period, more than a quarter of millennials will take on managerial and leadership roles in multigenerational organizational settings. For this reason, it is important to address and train millennials and Generation Z to be able to take on leadership roles in the following ways.
1. Opportunity to give each other feedback
Generation Z states that consistent communication is the most important behavior a leader can practice. They want a leader who regularly monitors the team, communicates clearly and transparently, and listens intently.
Many Gen Z will change jobs significantly while learning the role that suits them. So, provide them with explaining their goals, expectations, and opportunities to develop skills from the start of joining the organization. This is important to direct them to greater achievements.
2. Practical learning
Gen Z seems to be more practical than the previous generation. Their involvement in work will be irrelevant when taught. In order to involve young professionals, provide training or equip them with soft skills and hard skills. Create a culture of learning by doing.
Learning from experience can provide opportunities for Gen Z to reflect, analyze, test, and experiment. The learning format can be gamification, simulation, case study, hackathon, and so on. This will also trigger a reflection of the attitude of a leader who emerges from each individual.
3. Instilling a growth mindset
Gen Z challenges leaders to develop a unique and socially engaged business culture amidst technological developments. Forward-thinking leaders must understand and respect generational differences. As a leader, Gen Z relies on technology to stay motivated within the team.
To make change, they also need to demonstrate a commitment to change and competency development. Despite the diverse nature of jobs in demand, there is considerable consistency in the types of skills identified as critical to successful performance. Across industries and occupations, the emphasis is on soft skills.
However, according to the SHRM State of the Workplace report,
it is actually a skill that job applicants do not have.
The SHRM survey identified the top three soft skills that are often missing:
1) problem solving/critical thinking/innovation/creativity, 2) ability to
dealing with complexity and ambiguity, and 3) communication.
4. Demonstrate value and honesty in organizational roles
Gen Z didn't grow up respecting hierarchy so title alone isn't enough to earn respect. They will judge themselves and others as individuals. Generation Z will also judge managers by their role as mentors. So, articulate how they discovered the value of a leader from a company manager.
5. Instill a sense of belonging
Gen Z is used to having a lot of freedom to do everything based on their own preferences. When given ownership of certain jobs or responsibilities, Gen Z will attempt to “return” it in a way they believe is right for the result best.
Offer opportunities to make changes that are geared towards self-expression. This will help them feel that the investment in their work will be worth it even in the part of the job they didn't really care about before. This will reflect a sense of belonging to a responsibility replied a leader.
The ability to analyze, identify, and manage change is critical. This can ensure the company's advantage to compete and grow. With long term experience and understanding insight into business management in Indonesia, prasmul-eli is committed to support the company in developing its resources. You can choose in-class leadership training programs, whether conducted online, onsite, or a combination of both.
Along with the times, every industry recruits and employs cross-generational resources in its workforce. Ranging from traditionalists, baby boomers, Gen X, millennials, and Gen Z. This demographic is embedded in the business environment and will at least have an impact on organizations for the next twenty years.
By 2025, millennials (21–34 years) have surpassed baby boomers (50–64) and Gen X (35–49) in the US workforce. Estimated percentage in 2025 will be reach 75% of the workforce globally.
Over the same period, more than a quarter of millennials will take on managerial and leadership roles in multigenerational organizational settings. For this reason, it is important to address and train millennials and Generation Z to be able to take on leadership roles in the following ways.
1. Opportunity to give each other feedback
Generation Z states that consistent communication is the most important behavior a leader can practice. They want a leader who regularly monitors the team, communicates clearly and transparently, and listens intently.
Many Gen Z will change jobs significantly while learning the role that suits them. So, provide them with explaining their goals, expectations, and opportunities to develop skills from the start of joining the organization. This is important to direct them to greater achievements.
2. Practical learning
Gen Z seems to be more practical than the previous generation. Their involvement in work will be irrelevant when taught. In order to involve young professionals, provide training or equip them with soft skills and hard skills. Create a culture of learning by doing.
Learning from experience can provide opportunities for Gen Z to reflect, analyze, test, and experiment. The learning format can be gamification, simulation, case study, hackathon, and so on. This will also trigger a reflection of the attitude of a leader who emerges from each individual.
3. Instilling a growth mindset
Gen Z challenges leaders to develop a unique and socially engaged business culture amidst technological developments. Forward-thinking leaders must understand and respect generational differences. As a leader, Gen Z relies on technology to stay motivated within the team.
To make change, they also need to demonstrate a commitment to change and competency development. Despite the diverse nature of jobs in demand, there is considerable consistency in the types of skills identified as critical to successful performance. Across industries and occupations, the emphasis is on soft skills.
However, according to the SHRM State of the Workplace report,
it is actually a skill that job applicants do not have.
The SHRM survey identified the top three soft skills that are often missing:
1) problem solving/critical thinking/innovation/creativity, 2) ability to
dealing with complexity and ambiguity, and 3) communication.
4. Demonstrate value and honesty in organizational roles
Gen Z didn't grow up respecting hierarchy so title alone isn't enough to earn respect. They will judge themselves and others as individuals. Generation Z will also judge managers by their role as mentors. So, articulate how they discovered the value of a leader from a company manager.
5. Instill a sense of belonging
Gen Z is used to having a lot of freedom to do everything based on their own preferences. When given ownership of certain jobs or responsibilities, Gen Z will attempt to “return” it in a way they believe is right for the result best.
Offer opportunities to make changes that are geared towards self-expression. This will help them feel that the investment in their work will be worth it even in the part of the job they didn't really care about before. This will reflect a sense of belonging to a responsibility replied a leader.
The ability to analyze, identify, and manage change is critical. This can ensure the company's advantage to compete and grow. With long term experience and understanding insight into business management in Indonesia, prasmul-eli is committed to support the company in developing its resources. You can choose in-class leadership training programs, whether conducted online, onsite, or a combination of both.
