Generational Harmony

How a Millennial Trains a Gen Z Workforce for Leadership.

I remember when the stigma that came with being a millennial in the workforce emerged in my career. So many assumptions were made about my professional values, work ethic and future, based solely on when I was born. As I have taken on various leadership positions, I’ve had the pleasure to lead an array of professionals across generations, and I now see millennial leaders as the bridge. I understand the work ethic and values of the prior generations, placing emphasis on finances, formal education, home ownership and quality of life. I have also grown to admire the values of the Gen Z professionals — mental health, work-life balance, technology, training and upward mobility. Here are some tips for how I serve as bridge to the new Gen Z workforce:

Create a Culture of Innovation

While I believe myself to be an innovative thinker, I am also self-aware enough to know that if you ask me to create a flyer, you will get a page with a black border with words in the middle. Innovation needs creativity. So as a leader I hire staff that have skill sets, passions, life experiences, perspectives and approaches to work that differ from my own. This allows us as leaders to create cultures of innovation.

Training and developing Gen Z professionals requires a work environment where innovation and creativity are not just encouraged but actively cultivated. Unlike previous generations, Gen Z thrives in spaces where their fresh, unique ideas are welcomed and given room to grow. This often means rethinking traditional approaches and being open to new ways of doing things. Leaders can foster this culture by:

• Encouraging open brainstorming sessions and valuing contributions from all team members, regardless of their tenure.
• Implementing programs that reward innovative thinking and risk-taking.
• Providing resources and tools that support creative projects, such as collaborative software, design thinking workshops and innovation labs.

Creating this kind of environment not only boosts confidence among Gen Z employees, but also positions the company to stay competitive and forward-thinking.

Patience Yields Productivity

I know you are hearing this and thinking, “This concept cannot work practically during the course of an eight-hour workday.” However, most leaders experience high rates of turnover with Gen Z professionals because they feel viewed as a burden, instead of an investment.

When onboarding and developing Gen Z professionals, patience is key. Leaders need to design orientation and training programs that make Gen Z feel valued and understood. These programs should:

• Include comprehensive introductions to company culture, values and expectations.
• Provide clear paths for growth and development within the organization.
• Allow new hires to express their professional identities, work styles and career aspirations.

Understanding that Gen Z professionals might take longer to adapt to new environments is crucial. Leaders should:

• Offer frequent coaching and one-on-one check-ins to ensure ongoing support and guidance.
• Develop easily accessible playbooks or manuals that detail company policies, procedures and systems.
• Adjust initial performance metrics to allow for a longer acclimation period, with more realistic goals set for the second assessment phase.

Real-time feedback is essential for Gen Z. Waiting until the end of a project to provide critique can be detrimental to their confidence and commitment. Instead, consistent, constructive feedback helps them grow and maintain their enthusiasm for the work.

Understanding the Generational Shift in Values

About eight years ago, I had the pleasure of serving with and leading a colleague, when I was 27 and she was 70. I often thought, “What could I possibly teach her? She has the institutional knowledge and experience that I hope to have one day.” To my surprise when she retired, she shared this with me: “I looked forward to coming to work every day, to see what new things you would teach me about our students, technology, policy and curriculum.” I learned then that there was much to learn from younger generations, I just had to be open.

Gen Z’s values differ significantly from those of previous generations. While financial gain and upward mobility are important, they are not the sole focus. Gen Z places a high priority on:

• Mental health and well-being: They seek employers who recognize the importance of work-life balance and offer support for mental health.
• Continuous learning and information access: Opportunities for professional development and access to the latest industry knowledge are crucial.
• Creative freedom: They value roles that allow them to explore and express their creativity.

Leaders must embrace these values to effectively train and develop Gen Z professionals. This includes:

• Integrating mental health resources and support systems into the workplace.
• Providing ongoing learning opportunities, such as workshops, courses and access to industry conferences.
• Embracing technology and tools like social media, artificial intelligence and user experience design, which are areas Gen Z is particularly passionate about.

The Power of Recognition

Recognition plays a critical role in motivating and developing Gen Z professionals. This generation seeks acknowledgment for their hard work and contributions, which helps them feel valued and engaged. Effective recognition strategies include:

• Public acknowledgment: Highlighting achievements in team meetings, company newsletters, or social media channels can boost morale and reinforce a sense of accomplishment.
• Personalized praise: Tailoring recognition to individual preferences, whether through a simple thank-you note, a personalized gift or a shout-out from leadership, can make a significant impact.
• Career advancement opportunities: Providing opportunities for growth and advancement as a form of recognition demonstrates that the company values their contributions and is invested in their future.

By implementing these recognition strategies, leaders can create a supportive environment where Gen Z professionals feel appreciated and motivated to excel. This not only enhances individual performance but also contributes to a positive and productive organizational culture.

Conclusion

In training and developing Gen Z professionals, executive leaders play a pivotal role by fostering innovation, exercising patience, understanding generational values and recognizing contributions. These strategies are essential for engaging and empowering the Gen Z workforce, helping them reach their full potential.

However, Gen Z professionals also have a crucial role in their own development. By coming to work with an open mind, they can bring solution-focused ideas to their leaders, enhancing creativity and problem-solving within the organization. Researching the company’s history and mission allows them to understand its foundation and contribute meaningfully to its future.

Moreover, Gen Z can be proactive by seeking mentorship from more experienced colleagues, enriching their professional growth, and building a collaborative work environment. Together, these efforts from both leaders and Gen Z professionals create a dynamic and successful organization ready to thrive in the future.

By aligning training and development programs with the values and strengths of Gen Z, leaders can cultivate a new generation of innovative, motivated and loyal leaders. This not only enhances individual career growth but also drives the organization toward a dynamic and successful future.

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This article originally appeared in the Fall 2024 issue of In the Lead magazine, from Stillman School of Business’s Department of Management and the Buccino Leadership Institute. The bi-annual magazine focuses on sharing leadership perspectives from the field, with content that is curated from leaders across industries.

Categories: Business