People in leadership positions often feel the pressure to ensure their teams are as productive and efficient as possible. It’s this drive that has fueled many of the advances in technology and AI – a desire to get things done as quickly as possible and produce more and more at greater speed.
But there is so much more to being a good leader than simply driving your team to work harder. Good leadership is an art. You need to engage, inspire and entice the best work from your team. It involves using complex human engagement relationship-building strategies. Leaders today can’t rely on the autocratic leadership styles of the past. The current and new generation of workers coming through the ranks simply won’t tolerate that. Leaders today, more than ever before, need to earn the trust and respect of their team. They need to earn the right to lead.
Gen Z’s, those born between 1981 to 1986, will encompass between 25-30% of the workforce by this time next year. Just like every generation, they have their own unique values and motivations. This generation is more digitally competent, more globally and socially minded. Let’s explore further what motivates Gen Zs and how leaders need to step up in order to capture the mind and spirits of this unique generation of future leaders;
- They seek purpose. According to a recent Lever study, more than 40% of Gen Z would choose to work for a company whose values reflect their own, over a position at a company with a bigger salary. This generation is more socially and ethically motivated, so it’s important they work for a company that has these values in place as well. A good leader will look to keep their team connected to the bigger purpose of the work they are doing and ensure what they do is something ‘for the greater good’, so employees feel they are contributing to something ethical and meaningful.
- They appreciate leaders who value their mental health. This generation is much more aware of good mental health and how to achieve it than generations before them. And businesses in general have done a lot to tick the boxes and put procedures in place to prioritise mental health. Leaders need to be in tune with their team, to gauge their happiness levels, and ensure they are not contributing to any unnecessary stress. Getting to know people for who they are individually and what is happening in their lives is also important. Leaders who recognise their team as individuals with personal lives have much more success in building trust, rapport and being in tune with their mental health.
- They enjoy greater levels of autonomy. Gen Z’s work better if they can manage their own time without being micromanaged or pegged down to a specific work schedule, if their work allows it. The workplace is changing, and we no longer need to be refined to a strict 9-5 work model. When people are given the freedom to allow their work to fit in around their lives, they will feel much more valued as human beings and fulfilled. Likewise, they are much more likely to enjoy workplaces where they get to work from home at least some of the time. Focus on building a results-oriented work environment where they can enhance their productivity and have greater job satisfaction.
- They value transparency and authenticity. Maintain open lines of communication, provide honest feedback and be honest about company goals, challenges, and changes. Regularly seek their feedback and involve them in decision-making processes when appropriate. Showing vulnerability makes sure you are seen as human and has a great effect of building stronger relationships with people you work with. This generation is one to appreciate a business model built on open and honest foundations without the smoke and mirrors of the past.
- They want continuous learning and improvement opportunities. Gen Z seeks personal and professional growth. Offer training programs, workshops, and opportunities for continuous learning and development to allow them to be the best version of themselves and develop themselves without having to leave the business. Encourage a growth mindset and support their career aspirations. Managers who focus on finding and pursuing the strengths and passions of the people in their team not only help people develop themselves but have a stronger, more accomplished workforce.
What have you done to better adapt to leading the generation of future leaders? Could you do with my help? I’d love to hear from you. Please get in touch today.