Consequently, understanding Gen Z's distinct characteristics and workplace practices is essential in engaging them.
PHOTOGRAPH: YOUTH POLICY TOOLBOX
Research presented at the 2023 MATI Member Forum, focusing on the Maldivian hospitality sector, identified recurring challenges in managing Gen Z employees. Issues relating to work ethics, punctuality, and professional conduct were consistently highlighted. This raises question on whether these observations are exclusive to Gen Zs within the Maldives. However, it appears on the contrary. A 2024 Forbes articles, for instance, cites studies revealing a global perception that Gen Z is more difficult to manage than previous generations. This is further substantiated by survey data showing 65% of employers report higher Gen Z termination rates, attributing this to perceived sensitivities and technology-driven interpersonal skill gaps.
DECODING GEN Z’S AT WORK – KEY INSIGHTS
Consequently, understanding Gen Z's distinct characteristics and workplace practices is essential in engaging them. Here are a few key focus areas.
1- Despite being well-versed in technology, Gen Zs are not fluent in soft skills such as in-person communication and interpersonal dynamics, a deficit exacerbated by COVID-19. It is a generational shift that demands attention.
2- Gen Z workers possesses a strong sense of independence. They are naturally inclined to seek information directly, and prefer to understand the rationale behind established practices. They value pragmatic solutions and are comfortable questioning traditional authority. Rather than blindly accepting directives, they prefer to verify information and form their own informed opinions.
3- Values are central to Gen Zs career choices. They prioritize ethical alignment with employers, seeking roles that reflect their personal beliefs and contribute to positive impact. Accordingly, a 2024 Deloitte study found that 40% of Gen Zs are likely to reject jobs that do not meet the ethical standards
4- Gen Zs prioritize work-life balance and mental well-being, having observed the blurring of work and personal time. They actively resist the 'always on' culture, valuing the human experience beyond career demands. Sensitive to burnout, they seek to maintain healthy boundaries between their professional and personal lives
5- Gen Zs seek collaborative, expertise-driven leadership over rigid hierarchy. They value consensus and transparency, preferring leaders who empower the team. Collaborative leadership models appeal, where expertise dictates authority, not position. They seek leaders who guide through shared decision-making, prioritizing practical value over traditional structure.
Clearly, companies must adopt new strategies to attract, manage, and retain Gen Z employees. Here are some recommended approaches.
1- Find opportunity in change: companies are overlooking significant potential if they fail to capitalize on Gen Z's unique skill set. Rather than resisting their approaches, especially within the context of rapid technological change, tap into it.
2- Embrace flexibility: offer remote options and adjustable hours to meet their needs. By providing flexibility, companies demonstrate respect for employee well-being and foster a more inclusive and productive work environment.
3- Empower Entrepreneurial Spirit: Empower their entrepreneurial drive with meaningful, autonomous work to fire up innovation and creativity. Offer continuous learning through training and mentorship. Build a growth-centric culture to maximize their potential within the organization.
4- Leading with Purpose: Companies must prioritize Environmental, Social, and Governance (ESG) goals and integrate sustainable practices. Communicate these efforts transparently and offer Gen Z workers opportunities to contribute to the initiatives. By demonstrating ethical responsibility, organizations build a strong employer brand and secure future talent
5- Cultivating Value Alignment: Organizations must clearly articulate and demonstrate their core values to attract Gen Zs, who prioritize ethical alignment. Authenticity is crucial; ensure actions reflect stated beliefs and foster an inclusive workplace. Integrate values into all operations and provide meaningful work that allows Gen Z to contribute to positive impact.
Adapting to Gen Z's presence in the workforce requires strategies that reflect their distinct needs and values. Like previous generations—Boomers, Gen X, and Millennials—Gen Z faces unfair generalizations. However, organizations must move beyond stereotypes and recognize their potential. This need for adaptation is not unprecedented. Gen X, while building many of today's workplace structures, struggled to fully accommodate the distinct expectations of Millennials. This resulted in friction and professional challenges for Millennials navigating systems designed for a different era. Consequently, many workplaces remain entrenched in policies and practices tailored to older generations, hindering the integration of newer talent. To truly harness the innovation and potential of Gen Z, and to learn from the challenges faced by Millennials, it is important that to adapt. We must create inclusive and dynamic environments that welcome and empower the latest generation of workers, ensuring a more harmonious and productive future for all.
