Millennials aren’t just looking for jobs; they’re looking for careers that are always evolving. Employers are looking for talented young employees who are willing to stick around more than a couple years. These two things are not mutually exclusive. If Gen Y wants to make a career and employers are looking for commitment, why are they having such a hard time syncing up?
Years of exit interview research shows that the number one reason young talent leaves a job is the lack of learning opportunities. Where are these learning opportunities supposed to be coming from? Confusion on this may be part of the problem here.
It strikes me that the real problem is a communication breakdown between Gen Y and employers about who’s responsible for career development. I want to help, so I’ve put together some notes for both of you.
Millennials, you’ve got a lot more to learn than new job skills; you need to learn how to take control of your own career growth. Set your own career goals, don’t wait for someone else to do it for you. It’s your career.
Career development can mean a lot of different things to different people. If you aren’t getting what you need, don’t expect your manager to read your mind. Identify ways you’d like to grow and opportunities that you can present to your supervisor.
When I worked at a small nonprofit, they loved the fact that I was always looking to take on new work. I was able to identify a variety of ways I wanted to grow that fit the organization’s needs. Despite their need, no one was suggesting that I take classes to learn more about editing and proofreading, take on internships to learn more about social media, however, they supported me by giving me the time off I needed, checking in to see what I’d learned and adding new responsibilities to my job description.
Managers, listen up, you could spend your time trying to recruit talent, or keep what you’ve got by taking some time to identify ways for your young talent to advance their careers. Initiate proactive conversations with your young talent to find out how they would like to develop their careers. If you aren’t able or willing to identify opportunities for growth but support them doing it, let them know that.
I was in a job interview recently where the woman from HR explained very clearly that at their organization, everyone is busy and employees are expected to advocate for their own growth, but they do expect you to grow. Getting that out in the open made it clear that I can grow in that organization, but it’s on me. They do value career development and will support it, even if they aren’t the ones throwing ideas my way.
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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