Aliens Among Us
As managers, understanding the unique characteristics and needs of Generation Z (Gen Z) is crucial for fostering a productive and harmonious workplace. Steven Robertson’s insights from his book Aliens Among Us: Ten Surprising Truths about Gen Z provide a comprehensive overview of this dynamic generation. Here are some key learnings aimed at helping managers better engage and retain Gen Z employees.
Digital-First Mindset
Gen Z has grown up in a digital-first, visual-first world. Unlike previous generations, they are accustomed to having information at their fingertips and navigating a world where digital interactions are the norm. This means that traditional management approaches may not resonate with them. Instead, managers should embrace digital tools and platforms to communicate and collaborate effectively with Gen Z employees.
Retention Through Upskilling and Narrative
Two of the most powerful retention strategies for Gen Z are upskilling and narrative. Gen Z values personal development and wants to see a clear path for growth within their roles. Providing opportunities for learning and skill development can help keep them engaged. Additionally, creating a compelling narrative around the company’s mission and culture can validate their place within the organization and foster a sense of belonging.
Shift from Ownership to Access
Gen Z has grown up in an access-driven world, where subscription models are prevalent. This mindset extends beyond products and services to relationships and work. Managers should recognize that Gen Z employees may prioritize flexibility and access over traditional notions of ownership and permanence. Offering flexible work arrangements and emphasizing the value of access to resources and experiences can align with their expectations.
The Importance of Trust and Relationships
Building trust and strong relationships is foundational for managing Gen Z effectively. This generation values transparency and expects clear communication from their leaders. Managers should focus on being transparent about expectations and providing ongoing feedback. This approach not only builds trust but also helps Gen Z employees feel safe and supported in their roles.
Engagement and Culture
Engagement and culture are critical for retaining Gen Z talent. This generation is highly cause-driven and seeks workplaces that align with their values. Managers should strive to create a culture that is transformative rather than transactional. Encouraging participation in meaningful projects and fostering a sense of impact can enhance engagement. Additionally, providing clear, step-by-step instructions and celebrating positive outcomes can help Gen Z employees feel valued and motivated.
Addressing Weaknesses in Core Skills
Robertson identifies four areas where Gen Z may need additional support: problem-solving, communication (especially offline and written), perseverance, and gratitude. Managers can play a crucial role in developing these skills by offering targeted training and creating an environment that encourages open communication and resilience.
Harnessing Creativity and Innovation
Gen Z is known for its creativity and innovation. Managers should leverage these strengths by providing opportunities for creative expression and encouraging innovative thinking. Creating an environment where new ideas are welcomed and explored can lead to significant contributions from Gen Z employees.
Conclusion
Understanding and adapting to the unique characteristics of Gen Z can lead to more effective management and a more engaged workforce. By embracing digital tools, focusing on personal development, building trust, and fostering a supportive culture, managers can create an environment where Gen Z employees thrive. This approach not only benefits the employees but also contributes to the overall success of the organization.
Patrick Weeks 
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