How to manage and work with generations Y and Z?

Generations that shake up the habits

Generations Y and Z were born with the digital age. They have mastered the new media and digital technologies at their fingertips. This sometimes leads to an intergenerational gap and communication difficulties. In the workplace, unlike their elders, they have a culture of open spaces and teleworking. They are also distinguished by a different relationship with the hierarchy. The latter must adapt with the help of human resources in order to optimize the qualities of these younger employees. Finally, the other generations often criticize them for their weak collective commitment within the company, their individualism and their impatience.

The expectations of generations Y and Z

Generations Y and Z no longer believe in staying with the same company their entire working lives. These new generations are less sensitive to the speeches of their hierarchies and largely prefer actions to promises. These changes can probably be explained by the tightening of the labor market, in which workers of these generations are rarely hired on permanent contracts.

The vast majority of these employees are not prepared to sacrifice their private lives and put their personal development and projects on hold. Contrary to the impression they give (detachment, feeling of being totally operational), they feel a strong need to be recognized by their colleagues but also by their superiors. They also have far less certainty than other generations might think.

Indeed, they do not hesitate to question themselves often in order to evolve professionally and personally.

Good practices to apply

The most important thing to do is to engage and motivate Generation Y and Z employees. This can be done by setting up win/win agreements or challenges that they enjoy.

You should also give preference to clear and sharp speeches in order to be well understood. The communication must be both simple and direct. Avoid meetings that are often boring and unproductive for them. Instead, organize ”
stand up
“or participatory discussions.

Try to highlight them. Acknowledge and celebrate their efforts. Don’t be too rigid about their time management (early arrival time in particular). Instead, be flexible if the results are, of course, up to the company’s expectations.

At SQORUS, the average age of our employees is 33. We know how to manage and work with generations Y and Z, respecting these good practices. To find out more, please contact our employees or discover our actions in favor of well-being at work.