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During the COVID period, innumerable people lost their jobs. Even now when we have seemed to recuperate - it doesn’t seem to get any easier for the job searchers.
However, one group of job seekers has been largely unaffected by the pandemic. It's the Gen Zers. They’re a preferred choice among employers, and are fortunate with more job offers than people of any other age.
However, despite the fact that Gen Zers have more job offers, they are facing challenges in the workplace. This is evident from the fact that 12% of managers say they would fire Genzers.
What has changed? What has increased the demand for GenZ employees? Why do managers want to fire them ? Is there a way to tackle the problem?
In this blog, let's explore the answers to all these questions. Let’s explore the opinions of top hiring managers about GenZ employees, the problems they face and how you can deal efficiently with your Gen Z employees.
This Article Includes:
Let’s buckle up and explore why this cohort is a complex figure to solve…
Findings of the Survey
Gen Z – currently make up 30 percent of the world’s population and are expected to account for 27 percent of the workforce by 2025 - this prefaced a number of surveys and reports regarding what it's like employing the new generation. Lets dive deeper into the findings of these reports.
In a new ResumeBuilder survey of more than 1,300 managers;
74% of respondents said they find Gen Z more difficult to work with than other generations,
12% reported having to fire a young worker within their first week on the job.
Information source: https://www.resumebuilder.com/3-in-4-managers-find-it-difficult-to-work-with-genz/
On assessing the research further, it turns out, being easily offended is an eminent reason for getting fired. Ouch!
49% of the respondents remarked that it is the most difficult to work with Gen Z as compared to any other generation as 40% of them lack technological skills and a prominent lack of motivation. Dishonesty and irresponsible focus are amongst other reasons which probably stems from their ‘know it all’ attitude.
Information Source: https://www.resumebuilder.com/3-in-4-managers-find-it-difficult-to-work-with-genz/
It can be confidently deduced from the numbers that Gen Z is a tough nut to crack.
However, this is not to say that they do not bring anything substantial to the table.
Since it was also imperative to understand what the hiring managers think on the positive end of things, a lot of the respondents were asked what they think Gen Z brings to the table.
Here’s an instance of the response of on of the respondents:
“Compared to other generations, I find GenZ to be highly innovative, and adaptable. They are not afraid to challenge the status quo and bring new ideas to the table. They also value authenticity and transparency and expect companies to be socially responsible and ethical, however, one area where I believe GenZ could improve in the workplace is their communication skills. While they are proficient in using digital communication tools, they may lack some of the interpersonal skills required for face-to-face interactions.” says Adam Garfield, marketing director at Hairbro.
Solutions to Tackle The Problem
What is the hindrance to fostering communication effectively?
1. Lack of Physical Communication
Gen Z and Millennials reported they communicate 74% digitally and 26% in person, when asked about their mode of communication.
Due to the ever so easy availability and usage of smartphones, the numbers are likely to go not so much in favor of face-to-face communication.
This hinders their interpersonal skills and the ability to interact with people and hold real conversations as otherwise they are used to hiding behind a facade of a digital screen where they do not have to read the room.
Managers should be wise to address when and how to use each of the different communication mediums.
2. Unexplored realm of Mental Health & Role of Managers
We live in a time where discussions about mental health are at their prime.
Professional life arguably is the largest source of stress and anxiety for many employees, to combat this the indispensable role of the managers comes into play.
Employee stress and anxiety are reduced while also aiding in their development when a manager serves as a coach to direct the employee and offer emotional support.
It is imperative for you as a manager to be patient and supportive with your new employees, as it is rightly said “ A good manager is the one that puts his team’s endeavors before his”.
Evidence suggests that acquiring social skills improves a worker's sense of self-worth, autonomy, and—more significantly for Gen Z—their capacity to handle stress while also lowering anxiety, despair, and irritability.
Conclusion
It thus goes without saying that employers must be ready for Gen Z, who is only recently entering the workforce.
While the Millennial Generation and Gen Z share many characteristics, Gen Z introduces new behavioral tendencies.
Today's managers not only need to grasp how to handle young, inexperienced workers, but also the distinct traits of the generation that have been molded by their experiences.
Every generation has concerns about the technologies and culture of the younger age, a better integration of the new hires and mutual success will result from understanding their behaviour and the specific needs they have at work.
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