Managing Generation Z: A New Generation, A New Approach / Dr. Melika Malek Ara (a researcher and business professional)

Fara Eghtesad Bein-al-Melal | Generation Z, born between the late 1990s and early 2010s, has entered the workforce with unique characteristics. These attributes present both new opportunities and specific challenges for managers and organizations compared to previous generations. Having grown up with technology, Generation Z seeks meaning and purpose in their work, and they place a high value on social and environmental issues. In the following sections, we will delve into some of the primary challenges of managing this generation.

1. Generational Differences:

• Differing Values: Generation Z places great importance on values such as independence, work-life balance, and social and environmental issues. These differences can lead to varying perceptions of career goals and work motivations.
• Distinct Communication Styles: Having grown up with technology, Generation Z heavily relies on digital communication. They seek quick, clear, and direct communication and may not adapt well to more traditional communication styles.
• Unique Workplace Expectations: Generation Z desires dynamic, creative, and flexible work environments. They seek continuous learning opportunities and career advancement, and expect to be involved in decision-making processes.

2. Technological Proficiency:

• Technological Mastery: Generation Z is naturally adept at using digital tools. These skills can enhance productivity but may also lead to overreliance on technology.
• Need for Specialized Training: Due to the rapid pace of technological change, Generation Z requires ongoing training to stay updated with the latest tools and technologies.

3. Short-Term Orientation:

• Frequent Job Changes: Compared to previous generations, Generation Z tends to change jobs more frequently. This can increase recruitment and training costs.
• Less Emphasis on Long-Term Career Advancement: Generation Z may prioritize short-term experiences and diversity over long-term career progression.

4. Demand for Immediate Feedback:

• Expectation of Rapid Feedback: Generation Z expects prompt feedback on their performance. This necessitates the establishment of regular and transparent feedback systems.
• Importance of Recognition and Appreciation: Generation Z seeks to feel valued and recognized in the workplace.

5. Work-Life Balance:

• Emphasis on Work-Life Balance: Generation Z strives to balance their personal and professional lives and expects employers to respect this need.
• Flexibility in Working Hours: Generation Z seeks flexibility in working hours and location.

Effective Strategies for Managing Generation Z:

• Building Strong Relationships: Establishing effective and honest communication with Generation Z employees is crucial.
• Creating Dynamic and Creative Work Environments: Providing a workplace that fosters learning, growth, and innovation.
• Offering Learning Opportunities: Investing in training and developing the skills of Generation Z employees.
• Implementing Regular Feedback Systems: Creating regular and transparent feedback systems to evaluate performance and provide feedback.
• Offering Flexible Work Arrangements: Providing flexible work options such as remote work or flexible hours.
• Recognizing and Appreciating Achievements: Acknowledging the efforts and accomplishments of Generation Z employees.
• Cultivating a Strong Organizational Culture: Shaping an organizational culture aligned with the values of Generation Z, emphasizing teamwork, innovation, and learning.
• Leveraging Technology: Utilizing new tools and technologies to improve work processes and increase productivity.

Ultimately, successfully managing Generation Z depends on a deep understanding of their characteristics, needs, and expectations, as well as the ability to adapt to ongoing changes.

By: Dr. Melika Molk  Ara