Ultra-connected and seeking meaning in their work, Generation Z is shaking up traditional management codes. To engage and retain these young talents, managers must adapt their practices and rethink how they support their teams.
Visit 3 concrete levers for managers who want to effectively support Generation Z, i.e. the generation born between the late 1990s and the late 2000s.
Best practice #1 – Give Generation Z vision and meaning
Explain «the why» is more important than «the how».
Tools: mission statement, golden circle.
The golden circle is a concept put forward by Simon Sinek during a Tedx conference in 2010.
Setting an example: The vision must be embodied in concrete actions on a daily basis.
Every instruction must begin with its purpose. And therefore, answer this question: «What's the point?»
Best practice no. 2 – Practise soft, participatory management
Adopt the three pillars of soft management: active listening, open communication, and collaboration.
Involving employees: initiative, feedback, co-construction.
«Thanks to this inclusive approach, managers can build trusting relationships with these young employees who are searching for meaning.»
Best practice #3 – Promote professional and personal development
Competency-based management, it is:
- quickly identify gaps between the actual needs of the business and the skills and aspirations of its employees
- bring them into line quickly, in particular through training
- propose medium- and long-term development plans for each member of his team
Care must also be taken to ensure that’work-life balance : teleworking, for example.
Points to watch out for: the training is part of the company's overall strategy and requires the support of human resources.
