Engaging the changing workforce

Breaking News (according to my internet humor site):

At Miami International Airport today, an individual, later discovered to be a public school teacher, was arrested trying to board a flight while possessing a compass, a protractor and a graphical calculator. Authorities believe he is a member of the notorious “Al-Gebra” movement, which has struck terror into the lives of many for generations. He is being charged with carrying weapons of MATH instruction. I bet you the younger generation no longer know what these instruments are.

One aging millennial complained: Coronavirus is all Gen Z’s fault. They wanted everything to go viral; now, look what’s happened.

There was a time when the talk of the business community was that the millennials were entering the workforce. I can also remember when speakers and consultants started giving seminars on understanding millennials and how to engage and lead them in the workplace.

Another generational shift is on the horizon, called Generation Z. This upcoming transition calls for leaders to adapt and create an environment that allows their businesses to thrive or risk missing out on the unique benefits that Gen Z brings.

Connecting, engaging, and leading Gen Z employees can be simple. And in all my training and speaking engagements, interacting, consulting, and sharing ideas with business owners, parents, and HR people, here are the following three strategies to help you connect with Gen Z employees effectively.

Practice empathy management

Three years before the pandemic, I observed a trend in HR programs emphasizing empathy management. Attrition in many companies, especially in the tech sector, was rising. The young millennials could only keep their jobs for a short time. They would not even think twice at the slightest offense or provocation of their bosses but hand over their resignation papers. The older Gen X bosses who have experienced their previous generation’s hard-nosed, command and control management styles are what they emulate and practice.

Consider the mental state of the young generation. Punished, penalized, and perhaps feeling that the pandemic has postponed their life quest for success and pushed them back a few more years is a generation living in a current state of economic uncertainty, high inflation, job scarcity, and geopolitical uncertainty. Experts today call this generation “The Most Anxious Generation.” Empathy is essential for every leader, but it becomes even more crucial when working with Gen Z employees. Building authentic connections with them requires active empathy.

To show empathy, it’s essential to let them know they matter. Practice active listening, prioritize their mental health, support their personal and professional growth, and encourage regular feedback. Book author and psychologist Daniel Pink says: “Empathy is about standing in someone else’s shoes, feeling with his or her heart, seeing with his or her eyes.” Be a kind and caring leader.

Communicate effectively and meaningfully

Book author Robert McKee says: “Storytelling is the most powerful way to put ideas into the world today.” Gen Z is a gaming and video generation. They watch and consume movies on a scale unparalleled in history. Even their games are stories in motion. I was not surprised when Hollywood actor Kevin Spacey, who spoke at a business conference I attended, said, “Let me give you the six most powerful words in communication. And the six most powerful words are: “Let me tell you a story.””

Gen Z employees prioritize purpose in their work. They want to know how their contributions impact their team, company, or community; this is where storytelling becomes a powerful tool.

Communicate how their work will contribute to the success of their team and the fulfillment of the company’s mission. Provide feedback that emphasizes their contributions and their role in achieving small- and large-scale goals.

Teach. Mentor. And empower

To connect with Gen Z employees, consider treating them as peers rather than subordinates. It is high time for old-timer-leaders to leave behind top-down management approaches inherited from their previous generation and embrace a leadership style that guides rather than dictates. You can boost motivation, growth, productivity, and teamwork while nurturing future leaders within your organization.

Embracing autonomy means embracing the role of a leader as a guide rather than an authority figure. Encourage experimentation, empower self-direction, and delegate ownership.

These strategies are common sense but are often overlooked in practice. Mentoring today is a two-way street. We need to train the seasoned bosses on critical leadership skills and train our younger associates in terms of values, attitudes, and self-development. They say demographics are “drama in slow motion,” and we better watch it carefully.

(Francis Kong’s podcast “Inspiring Excellence” is now available on Spotify, Apple, Google, or other podcast streaming platforms).