The future of work and collaboration hinges on the next generation. We’ve all heard the stereotypes about Millennials and Gen Z. The truth is, these disruptive generations are the new workforce, and they are bringing new energy and causing a significant shift in workplace culture and design. The danger of grouping together any generation is oversimplifying and putting young leaders in a “box”. Our hope is to highlight some of the shifts that are taking place without over-generalizing. We are an advocate for next generation talent, and honor the unique skills and passions of each young leader.
A study by Bridgeworks reveals some significant differences between Early Millennials, Recessionist Millennials, and Gen Z in regards to work preferences and values. The study split Millennials into two groups, noting media often portrays Millennials negatively and inaccurately. It is a large group that could be split many different ways.
The study divided young leaders into these three groups:
- Early Millennials: born between 1980–1987
- Recessionist Millennials: born between 1988–1995
- Gen Z: born after 1995
Shifting Workplace Values
Let’s break it down. Many of the values between these groups are similar, but the nuances that differentiate them are significant.
Similarities:
Leadership:
- When it comes to a boss or leader, all of the younger generations value someone who encourages them more than a boss who pushes them.
- All three expressed that leadership is about merit not seniority, and that it is defined by influence and creativity, not title.
Company Loyalty:
- All groups chose 4–7 years as the amount of time they would likely stay at a job.
Work Life
- All prefer work-life balance over a high paying job.
- The biggest shared fear among the groups is financial instability.
Differences
How professional success is defined:
- Early Millennial: Autonomy; control over hours and work.
- Recessionist Millennial: Financial Stability; paying off debt and ability to spend freely without worry.
- Gen Z: Social Impact; making a difference in the world, and working for a company that takes a stand on issues they care about.
Communication and Technology:
- Early Millennials and Recessionist Millenials mark the beginning of a significant insecurity about in-person communication. Gen Z has the strongest fears about face-to-face communication out of the three groups.
- Recessionist Millennials and Gen Z identify as the “tech savviest” generations, while Early Millennials do not.
A Social Impact Generation:
Gen Z is the last Caucasian majority generation in America, and it is no surprise that they value diversity and inclusion more than any previous generation.
“They have been able to learn about past social inequities more than any other generation, and this has given them heightened awareness to social issues. Gen Z has witnessed and actively engaged with a striking number of social justice movements for change — LGBTQ rights, women’s rights and gender inclusion, and fighting against racial injustice.” -BridgeWorks, 2017.
Taking a stand on social issues has been a double-edged sword for some big brands and companies, but it is not just a trend, it’s a necessity for attracting next generation leaders. Organizations who have a strong purpose and platform on important issues are giving Gen Z leaders a call to action. They are looking to make a difference in the world, and they want to know what companies are doing to make the world a better place so that they can be a part of the solution.
A New Kind of Collaboration
While Early Millennials value traditional face-to-face collaboration, Gen Z’s and Recessionists are more likely to value virtual collaboration or working “collabo-dependently” AKA “alone together”. An example of this would be a group working at a table together while wearing headphones. They value human interaction, but place higher emphasis on their ability to get work done independently. There are a plethora of tools that capitalize on virtual collaboration like Google Docs and Slack, making it easy to work together remotely. This virtual collaboration is leading to a continued rise in flexible hours and remote work. Millennial managers are welcoming remote work, and increasing their use of freelancers as another efficient strategy.
Interpersonal Communication as a Growth Opportunity
Gen Z-ers feel as worried as you do about their face-to-face communication, and desire help building these collaboration skills. Trainings dedicated to building soft skills will be appreciated by younger generations, as they are aware of their room for growth and desire to grow! Rather than negatively viewing this as a skill that is lacking, look at it as an opportunity to develop young employees. Don’t forget that they are bringing much needed tech savvy-ness and passion for meaningful work. Rather than spending resources on technology training, resources can be dedicated to professional development in soft-skill training.
Successful Companies are Making the Shift
Successful companies are shifting their workplace culture and space to meet the work styles and preferences of these disruptive generations. In order to attract the fresh, resilient spirit and new perspective Millennials and Gen Z-ers bring to the table, companies will either adapt or fail. By shifting company culture and workplace design to match these trends, employers have the opportunity to recruit and keep talent, and get ahead rather than fall behind.
Explore Opportunities for Workplace Transformation with Link2Lift
Does your organization need help adapting for next generation talent? Does your workplace reflect and attract the flexible, tech savvy young leader? The Link2Lift team is eager to help you explore opportunities to prepare and respond to these significant shifts in workplace culture. We are passionate about the next generation leader, and helping organizations create community that attracts young talent and helps them thrive. Connect with us at hello@link2lift.com or by visiting link2lift.com.
