Every year, the status quo in workplace environments shifts more and more from the standards of years past. With thousands of Gen Z members pouring into the workforce annually, the shift in professional spaces both demographically and dynamically continues to accelerate. From expanding conversations about corporate social responsibility to calling for mental health leave, the newest generation in corporate America is poised to shake up office life.
As the first generation born into a post-internet world, these digital natives bring unique skills, experience and qualifications to the table. However, alongside them, they also have higher expectations of their employers. By placing too high a value on work-life balance, sociability, and flexibility, Generation Z is more likely to reject current norms of working late, taking work home, or coming into the office on a daily basis. If employers don't offer the benefits they want, they are willing to quit and look elsewhere for someone else who will. In fact, a recent study found that 2 in 3 Gen Z workers will leave their jobs within one year.
Research shows that nearly a quarter of Americans of all ages are dissatisfied with their careers (22%), clearly demonstrating that employees of different generations can agree that their work lives can be improved. In many respects, corporate culture, as it once was, is in the past, with younger generations expected to outnumber their predecessors in the next few years. But this does not mean that all tried and true business practices should be discarded. As the workforce evolves, it is essential to blend new ideas with conventional wisdom to find the best path to a successful future for all.
Who better to ask about the new era of workplace dynamics than a business leadership expert who has lived and worked through the shift in the professional environment? Dr. Scott DeLong has spent decades of his career developing his understanding of diverse business environments. Drawing insights from his extensive career, DeLong published “I thought I was a leader…a journey to build confidence, lead teams, and inspire change” In 2023. Here are some of DeLong's insights into Gen Z's unique impact on workplace dynamics.
Understanding the influence of Generation Z
Generation Z, born between 1997 and 2012, is undoubtedly the most technologically savvy generation in history. As the first generation to have grown up online since birth, Gen Z has a new kind of experience to bring. “They are digital natives. “They grew up in a digital world and they understand it much better than I, a digital immigrant,” explains DeLonge. “I had to learn to get as far as I have, which is not nearly what they have. There are things we can learn from them, which is the use of technology and how technology can help the workforce.
Location in history has also played a role in shaping Generation Z as a group. They have grown up during major global events such as September 11, the COVID-19 pandemic, and various global conflicts, and have developed a distinct view of the world and workforce. By pushing for more significant commitments to corporate social responsibility and flexible work options, Generation Z expects more from their employers than any generation before them. As DeLong says: “They want a workplace that is purposeful and diverse. This is a human-centered generation. It goes back to the individual and human level, and more so than anyone wants the flexibility of working remotely.”
Of course, Generation Z's impact on the workforce doesn't begin and end with a high level of technological literacy. Generation Z also brings a completely different set of expectations and forward-thinking values to the workplace compared to previous generations. “W“Today's toxic hat was the norm 40 years ago,” DeLong points out. “That's what work environments were like. We didn't evolve.”
Many members of Generation Z are okay with leaving a job they find dissatisfying or unsatisfying. The key to winning over the younger generation is good communication. “Why do you feel overwhelmed, and how can we support you?” DeLonge asks. “Inquire and then listen to the answers. They will tell you the truth if you ask them.”
Create a supportive work environment
A supportive work environment is more than just hanging motivational quotes on the wall or offering the standard amount of sick leave. Growing the kind of team that people of all generations want to be a part of requires a more serious approach to supporting its employees. One important area of change brought about by Generation Z is the increased focus on mental health support in the workplace, including advocacy for treatment coverage, mental health days, and a healthy team culture.
Employees who receive this type of support are more likely to do their best to be high performers when they are on the clock. This is precisely a lesson that DeLonge has learned firsthand during his many years of leadership. “I think if someone needs a mental health day, if they need a walk on the beach, we'll figure that out,” he says. “Their work product is going to be better anyway. It's almost a selfish act for me to give them more time because they're going to give it back. They're going to do more. They're going to want to produce. They're going to want to take care of this guy.”
Looking to the future
With youth comes a certain level of naivete, but it also brings a new perspective. While seasoned professionals may have become accustomed to a certain way of doing things, Generation Z is entering the workforce with completely fresh eyes, sharp technological knowledge, and hopefully a willingness to learn. One of the great benefits of multi-generational workplaces is that there are many opportunities to learn from other perspectives and take the best ideas to improve processes and achieve better results.
As for the best approach he's found to foster connections between generations, DeLong describes “this welcoming, inclusive way of treating them as human beings. If the rest of us did that, we would be able to bridge these generational divides quickly. Ultimately, intergenerational relationships are built on the same basic principles in which all people thrive.” Relationships are based on trust, empathy and respect.
In his last book, “I thought I was a leader…a journey to build confidence, lead teams, and inspire change“, DeLonge delves into his experiences in the workforce and the transformative lessons he's learned. DeLonge shares his thoughts on what it means to be a leader who unites and inspires by exploring topics like mental health, generational divides, and leading with empathy and humility.
Have you noticed a change in your workplace as generational demographics shift? In what ways have you seen younger employees change the status quo? Please share your thoughts and experiences in the comments section below!
For more information about the similarities and differences between generations in the workplace, click here.
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