ResearchTitelbild Impulsvortrag Generation Z.

Keynote speech Generation Z

Generation Z is the first generation to grow up entirely as digital natives, whose core values include security, well-being and cosmopolitanism.

Research shows their focus on work-life balance and health, while there are clear preferences for a friendly work environment, personal relationships and recognition in the workplace.

Who is Generation Z?

Generation Z, currently aged 16 to 28, is the first generation to have grown up entirely as digital natives. Their core values include security, well-being and cosmopolitanism.

Characteristic features include their focus on meaningfulness, high expectations of fun at work, special consideration of leisure time, demands for modern and flexible workplaces and reduced employer loyalty. This generation is particularly present on social media.

Data from research

Research shows that work-life balance is very important to 70% of Generation Z representatives. Likewise, 70% attach great importance to dealing with health and health promotion in the workplace, which influences employer attractiveness.

Almost half of this generation would not accept a job offer without the possibility of working from home. A positive review of a company among friends is a decisive selection criterion for 65%. The central themes in the work context for Generation Z include satisfaction, meaningfulness, recognition and self-realization.

Ansprüche und Erwartungen.

Demands and expectations

Generation Z shows clear preferences and expectations for the world of work, as shown by the GIM study “What makes Germany tick?” This generation prefers a friendly, open and harmonious work environment. Personal interaction and emotional expression are valued, while authoritarian leadership styles are less successful.

Work should be fun for Generation Z, they are looking for a pleasant atmosphere, friendships and benefits. Reassurance and positive feedback are important, as this generation tends to be more easily unsettled. The influence of start-up cultures influences expectations of the workplace, with attractive premises, a pleasant atmosphere, flexibility and additional benefits being in demand. Generation Z wants freedom for their own ideas, tolerance for mistakes and an overall attractive work environment.

Attitude and commitment

Despite their image as a fun and party generation, the representatives of Generation Z show a willingness to put in a lot of effort at work. Due to the G8 school system and the Bachelor’s and Master’s degree programs, they are already used to tight schedules, performance checks and regular feedback in adolescence.

Generation Z strives to take responsibility, but at the same time expects good leadership under the concept of psychological safety. Alignment with a common, meaningful goal is important to many members of this generation, and they expect this to be exemplified by their leaders.

The crises of the last 5-10 years have had a major impact on Generation Z, but have also strengthened their position as employees of the future.

Conclusions and recommendations for action:

1. Plan more time for employees:

  • Managers should invest more time in leading and developing Generation Z employees.
  • Regular (positive) feedback is important and is expected by many members of Generation Z.

2. Evaluate the personal relationship with representatives of Generation Z:

  • Managers should review their attitudes and knowledge of the needs of Generation Z.
  • More frequent direct and open conversations are required to address motives and (lack of) drivers.

3. Reflection on your own behavior as a manager:

  • Communication on an equal level and recognition as an equal team member are crucial for Generation Z.
  • Managers should see themselves as sparring partners and accept that hierarchies are hardly relevant for this generation.

4. Promoting a sense of community and togetherness within the team:

  • Team events, exchange and building emotional relationships are important “community” aspects for Generation Z.

5. Recognition of future relevance for the company:

  • Managers should be prepared to respond to the needs of Generation Z and be open to suggestions for change and new structures.
  • Generation Z determines the future viability of the organization, so an intensive discourse is essential.

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Cover photo: Photo by Brooke Cagle on Unsplash

Photo by Daria Nepriakhina on Unsplash

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