Gen Z, born from the mid-1990s to the early 2010s, is rapidly becoming an integral part of the global workforce. Over the next handful of years, they will make up the majority of our associate ranks. Their unique upbringing in an era marked by technological revolution, economic uncertainty, and significant societal shifts sets them apart from previous generations. As the parent of a young Gen Z teenager, I frequently find myself struggling to relate. The world they are coming up in is unrecognizable compared with the world I grew up in as a young Gen Xer.
As they enter the workforce, Gen Z faces unique challenges shaped by economic instability, unprecedented levels of student debt, and the COVID-19 pandemic. Financial realities have left this generation feeling pessimistic about whether or when they will be able to achieve some of the traditional trappings of upper-middle-class success, such as home ownership or having a family. Additionally, they face pronounced mental health issues so pervasive that the U.S. Surgeon General has called mental health "the defining public health crisis of our time" (quite a statement to make post-COVID).
For employers, understanding and empathizing with Gen Z's distinct challenges is crucial to unlocking their potential and fostering a productive workplace. We will all need to dig deep to address their legitimate concerns and find productive ways to meet them halfway without sacrificing the firms' business objectives.
Firms can use a few strategies to engage productively with their Gen Z workforce.
1. Don't Just Tolerate Flexibility, Embrace It
Flexibility is more than a perk for Gen Z; it's a fundamental expectation. But "flexibility" does not have to mean "permanent remote work." Options like remote work days, flexible hours, and accommodations that respect individual needs can give associates a sense of autonomy while maintaining a critical in-office presence and culture. The important thing is to integrate these policies authentically and without judgment. New studies are showing that Gen Z wants to be in the office. By respecting their need for flexibility, we empower them to similarly appreciate their time spent in the office.
2. Tell Them Why
Gen Z values transparency and understanding in their professional roles. If you expect them to sacrifice weekends or wear a suit to a meeting, explain the reasons behind these expectations. This generation has observed the sacrifices of their predecessors, often without clear justification. Explaining the "why" behind policies and expectations can foster a sense of purpose and buy-in.
3. Shut Down Negative Talk
Negative talk and stereotypes about younger generations can be demoralizing and counterproductive. Instead, focus on proactive engagement and problem-solving. Encourage a culture where feedback is constructive and where challenges are met with collaborative solutions rather than complaints and mandates. This approach enhances motivation and builds a supportive environment that benefits all employees.
4. Offer Continuous Learning and Development
Gen Z values growth and development highly. To retain and motivate them, implement training programs customized to individual learning styles, utilizing technology to make learning accessible and engaging. Invest in their growth and demonstrate pathways to promotion and advancement to keep them working towards a larger goal.
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Finally, let's all remember that it wasn't long ago that Millennials had a similarly bad rap in the workplace. You may recall that when Millennials first entered the workforce, they were labeled "entitled" and "lazy." Over time, our workplace evolved in response to their concerns and needs, and Millennials have risen through the ranks to become thriving members of firm leadership. Once again, a new generation is holding up the mirror and offering us an opportunity to rethink our habits and practices. With attention, care, and empathy, I believe we will emerge better and stronger with a new set of strong firm leaders.
By: Kandice Thorn, Founder, WorkBetter for Lawyers
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