In my work with generations, I’ve heard so much about how employers fear change, even loath change.
Well, maybe they haven’t described it in exactly those terms, but when employers say things like: “Why do these younger employees expect praise just for showing up?,” or “We can’t have people working from home because we don’t know that they are actually working,” and “Do I really have to tweet?” — they are really voicing their opposition to change.
Then the economy tanked, and fear was running rampant. There is fear of the unknown (could I lose my job?) and the known (my company just merged!).
Now, Generation Y is faced with skyrocketing unemployment rates and fear the inability to get or keep a job.
Baby Boomers are faced with plummeting retirement accounts and fear not being able to afford to retire.
And Generation X, sandwiched in the middle of these two generation giants, is caring for children and aging relatives and juggling a career. They fear the loss of financial stability and the inability to advance their careers in the midst of prolonged retirements and the fast-approaching arrival of a more tech-savvy and educated Generation Y.
Perhaps now, more than ever, we are all afraid.
Perhaps now, more than ever, the generations can relate to one another.
But before we put our arms around each other and starting singing kumbaya, we must accept that fact that change is inevitable. In fact, in this duck-and-cover mentality we’re in, the only thing keeping employees at your organization will be change.
Why? Because most employees are sick and tired of feeling fearful. They are fed up with working at jobs where they aren’t appreciated for employers who are stuck in limbo or ‘safe mode’. They’re craving more mobility, opportunity, promotions, and innovation.
This is especially true with Generation Y. This generation values personal happiness and are more likely to leave an unsatisfying job. With the economy on the rebound, they will be the first to walk away from organizations resistant to change to find new opportunities.
So how does an organization change when fear is a constant presence? How do you keep employees engaged, optimistic, and focused on the future? Here are a few ideas:
First, change drove the generations apart. Now, change has the capability to bring the generations back together. It turns out, change isn’t that scary after all.
What’s your organization doing to embrace change and keep employees engaged? We’d love to hear from you! Please post your comments and ideas here.
In many ways, it’s symbolic that Generation Z is named after the last letter in the alphabet because their arrival marks the end of clearly defined roles, traditions, and experiences. After all, Gen Z is coming of age on the heels of what has been referred to as the most disruptive decade of the last century. America has become an increasingly changing and complex place.
Members of this generation have undoubtedly been shaped by crisis and disruption. This generation will largely be responsible for confronting the aftermath of the Great Recession, high youth unemployment, the effects of climate change, terrorism, energy sustainability, and more. These dark events have undoubtedly made this generation more cautious and pragmatic, but they have also provided this generation with the inspiration to change the world – and their grit will likely allow them to do it.
Coming of age during disruption means that most Zs will be comfortable being the disruptors. While Millennials tend to be collaborative and innovative, this generation tends to be sincere, reflective, thick-skinned, and self-directed, and will likely approach work in much the same way.
In the era following World War II, Boomers (1946-1964) were born and eventually became the wealthiest, most prosperous generation in history. Raised to aspire for the American Dream, this very large generation moved into positions of power and influence, and served as the workforce majority for 34 years.
With the American Dream alive and well, Boomers had no reason to teach their children, mostly Millennials, about competition. Instead, they taught them to focus on academic achievement and to be team players because if everyone works hard, everyone can win.
Enter Generation X (1965-1981). In contrast Boomers, Xers came of age during a time when change and economic and political uncertainty began to take root. They have lived through four recessions, struggled with debt and economic decline most of their lives, and watched the best educated and accomplished generation of all time (Millennials) graduate during the Great Recession and become the most debt-ridden generation in history.
Gen Xers can be defined by their independence and anti-status quo approach to life, and they have taught their Gen Z children to be competitive, believing only the best can win. They have encouraged their children to be realists, finding something they are good at and aggressively pursuing it.
Xers have raised their Zs with an intense focus on competitiveness -- in academics, sports, and other activities. This approach to parenting has many implications, but one stands out in terms of business: Gen Z is likely to lead.
Millennials in the workplace created and aggressively advocated for collaborative work environments. In fact, their aversion to leadership has been so strong, some Millennials sought out companies that boasted boss-free or team-managed workplaces.
In contrast, Zs have been raised with an individualistic, realistic, and competitive nature. They have been taught the skills to successfully defy the norm. This means we’re going to see the pendulum shift away from collaborative workplaces towards a widespread demand for, and pursuit of, leadership development.
While Millennials have been criticized for their “delayed adulthood”, Gen Z is showing signs of “early adulthood”. Educators and parents often describe this generation as being more serious and contemplative about the world. Zs are thinking about their career paths and exposing themselves to career training at an earlier age than Millennials. It’s probable that some of this early onset of adulthood is caused by parents, who are pressuring their children to be competitive and successful and to avoid the debt that plagued both the Gen Xers and Millennials.
The numbers from our global research found 46% of Gen Z said they know what career to pursue and 51% have taken a class at school focused on their career interests. Forty percent joined an extracurricular program (team, club) based on their career interests.
Zs have been shaped by the aftermath of the Great Recession. They watched Millennials become debt-ridden and are concerned about falling into the same trap. XYZ University’s survey results show 66% of Zs said financial stability is more important than doing work they enjoy, which is the exact opposite of Millennial survey results. Also, 71% of survey-takers have a paying job.
When presented a list of leadership traits, Zs ranked positive and trustworthy the highest. While Millennials and Gen Zs both value trust in a leader, Millennials usually cite collaboration and vision as most important. In other words, Millennials focus on the outcomes leaders inspire, whereas Zs are more likely to consider leaders’ attitudes and personalities. To Z, what leaders encourage others to do isn’t as valuable as how they make them feel.
Both Millennials and Gen Zs place a very high value on feeling challenged and appreciated in the workplace. However, according to our survey results Millennials rank appreciation slightly higher than challenge, whereas Zs rank feeling challenged slightly higher than appreciation.
Time will tell how Zs go down in history, but we know this generation’s influence on history will be unlike any other.
Does your organization have what it takes to engage the next generation? Take this quiz to find out.
Sarah Sladek is CEO of XYZ University. Our generational intelligence can assist you with engaging and retaining young talent and members.
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