From charterworks: How Gen Z is changing the workplace
Transparency. It’s not about putting on the facade that everything is perfect, that everything is together because obviously that’s not realistic and we’re all people. Mentioning what you can do with the resources that you have really does go a long way instead of maybe not even trying to have that conversation at all, trying to avoid the elephant in the room. Instead let’s address it, let’s be honest about what we can do given the resources that we have in the department or in the organization.
The other thing is, do not be afraid to tap into Gen Z as thought leaders. If you’re young or new to a role, obviously there’s some hesitation about tapping into you and giving you a level of agency. But this generation has proven themselves as leaders in other realms like politics and being behind a lot of the movement during summer 2020 and social media natives—that puts us in a unique position that we can definitely be utilized in a lot of different areas of organizations where we may not be.
The second mistake is not remembering what it was like for everybody else to be 20. How ambitious was everybody else when they first got into the workplace? At 22 years old, I remember how ambitious I was and I’m only 26. There definitely is a need to level set sometimes that folks may be missing out on because of remote work. So find the opportunities to have those conversations. Don’t shy away from it. Don’t say it’s too difficult because they’re too young and they don’t get it.
This generation is going to encourage folks to begin to dabble in exactly what we want workplace culture to look like. This generation wants workplace culture to look like the world that they want to live in. Having these tough demands and these tough conversations is pushing us in the right direction, even if it can be a bit difficult at times.including more about workplace friendships, training, mental health, and how Gen Z sees employers’ involvement in societal issues.
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