Convincing the New Generation to Work With You

As the world continues to change and evolve, so do the generations of people living in it. Each generation has its own unique characteristics, values, and beliefs that are shaped by the era they were born into and the major events that occurred during that time. Understanding these differences is crucial in building effective communication and cooperation among different generations.

Gen-Xers were born between the mid-1960s and early 1980s and grew up during a time of social and political upheaval. This period was characterized by the Vietnam War, the Civil Rights Movement, and the rise of feminism. These events influenced the values and beliefs of Gen-Xers, who tend to be independent and resourceful individuals.

On the other hand, Gen-Yers, or Millennials, were born between the early 1980s and mid-1990s during a time of rapid technological advancements and economic growth. Millennials are tech-savvy, prioritize work-life balance, and value collaboration and teamwork. They are also socially conscious and more diverse than previous generations.

The newest generation, Gen-Z, were born between the mid-1990s and early 2010s and are known as “digital natives.” They have grown up in a world where technology is ubiquitous and are highly skilled in using it. They are more pragmatic and realistic than Millennials, prioritize financial stability and job security, and are more diverse and inclusive. They are also more comfortable communicating through visual content and social media platforms.

To bridge the gap between generations, it is important to understand their unique characteristics and communication preferences. For instance, a Gen-Y CTO may prefer text-based communication, while a Gen-Z developer may prefer visual content or social media platforms such as Slack. Additionally, the Gen-Z developer may prefer more frequent feedback and recognition for their work, while the Gen-Y CTO may prioritize autonomy and independence.

In the context of companies and startups, finding motivators beyond salary is crucial in attracting and retaining the Gen-Z workforce. Many Gen-Zers take roles that will contribute to their future careers and invest in their “future” salary.

However, when “future” salary is the primary concern, it becomes more difficult to find a more significant motivator for companies, especially startups.

So, what are some potential motivators? Let’s explore them together.

Comfortable Working Environment

Gone are the days of the traditional eight-to-five office hours in a cubicle. The new generation values work-life balance and seeks a comfortable working environment. They believe that the balance between life and work is important, and that when the office environment becomes your life, employees can quickly become depressed and ultimately feel lost.

To address this issue, forward-thinking companies have implemented several initiatives to make employees’ lives more fulfilling. These initiatives include providing remote working options, flexible working hours, and graduate programs. Remote working has become a popular trend and is the dream of most new-generation employees.

Unlike their predecessors, the new generation of employees is less drawn to an office environment where they sit on uncomfortable stools and drink coffee all day. Instead, they want to work in a flexible and comfortable setting, one where they can work from anywhere in the world. For them, working remotely from a coastal town in Turkey or living in Thailand for a few months a year is not a utopian dream but a realistic aspiration. They don’t see the point in coming to work at 8:00 a.m. and believe that the most productive hours are at night. While some may see this generation as spoiled and self-aware, it would be more appropriate to embrace their abilities and create an environment that makes them feel comfortable and motivated.

Companies that fail to adapt to the changing workforce may risk losing out on talented employees. The new generation wants to work for employers that understand their needs and create a work environment that fosters their creativity and productivity. Therefore, it is crucial for companies to embrace new technologies and innovative work practices to keep pace with the changing landscape and provide their employees with the flexibility and comfort they crave.

Several companies have already adopted these practices and have reaped the benefits of a more productive and engaged workforce. For example, companies like Buffer, Zapier, and Basecamp have embraced remote working as a way to empower their employees and enhance their work-life balance. Buffer, a social media management platform, reported that remote work has led to higher levels of happiness, better work-life balance, and increased productivity among their employees. Zapier, a web automation company, has a fully remote workforce and offers unlimited vacation time, leading to higher employee satisfaction and retention rates. Similarly, Basecamp, a project management software company, has embraced a four-day workweek, resulting in more focused and productive employees.

In conclusion, the new generation of employees places a high value on work-life balance and seeks a comfortable and flexible working environment. Companies that embrace these values and implement innovative practices, such as remote working, flexible schedules, and graduate programs, will attract and retain talented employees. As we move forward, it is crucial for companies to adapt to the changing workforce and create an environment that empowers employees and enhances their overall wellbeing.

The New Generation Wants to See Progress

The desire for progress is a defining trait of the new generation. They see advancement as an essential aspect of their career development, which can take many forms, from gaining new knowledge and developing new skills to advancing in authority, position, and sphere of influence. In essence, they want to see a progress bar filling from 0% to 100%.

For this generation, progress is not limited to career advancement. They also value personal growth and fulfillment. They want to feel like they are making a positive impact and contributing to something greater than themselves. They also want to be recognized for their contributions and achievements.

To meet the new generation’s expectations for progress, companies must invest in training and development programs that offer opportunities for skill-building and career growth. This includes mentoring programs, leadership training, and access to industry conferences and events. Managers should also guide their team members through their career development journey, gradually increasing their responsibilities and providing opportunities for them to demonstrate their abilities.

It’s important for managers to strike a balance between challenging their team members and overwhelming them with unrealistic expectations. Gradually increasing their responsibilities and offering support and guidance when needed will help them feel confident and eager to take on new challenges.

In companies where the new generation is predominant, it’s also beneficial to offer small promotions rather than big ones. While big promotions may seem like a great way to reward outstanding performance, they can create a sense of entitlement and put pressure on employees to maintain that level of performance. Small promotions, on the other hand, offer a sense of recognition and achievement while also allowing employees to continue their development and growth.

In conclusion, progress is essential for the new generation, and companies that fail to offer opportunities for career development and personal growth risk losing top talent to competitors who prioritize these values. By investing in training and development programs, providing guidance and support, and offering small promotions, companies can create an environment that fosters progress and empowers their employees to achieve their full potential.

Office Culture Essentials

In today’s workplace, the new generation places a high value on office culture. They seek environments where they feel valued, respected, and tolerated. It is not uncommon for them to spend their free time reading blog posts and articles about the office culture of top tech companies like Google, Spotify, and Facebook. In fact, some even travel to Silicon Valley to witness these office cultures first-hand.

So, what exactly is an office culture? Although there is no clear definition, any environment where this new generation feels “valued” and “tolerated” qualifies as an office culture for them. For example, Google’s employees do not skate or slide all day, nor perhaps have they ever used these amenities. However, the company has provided amenities that make the employees feel valued and connected to the company.

As a manager or employer, it is important not to get carried away by immediately installing office slides or PlayStation rooms. Instead, take the time to get to know your team and do a few things that make them feel valued and important. Consistency in this attitude is key.

It is also crucial to ensure that your company has an active social media presence. This new generation is always looking for information about a company before the job interview. They do not have a positive view of companies that are not updated or full of boring content. By having an active and engaging social media presence, you can attract the attention of potential employees and give them a glimpse of your company culture.

In addition to creating a positive office culture, it is essential to focus on personal and professional growth. This new generation is always seeking opportunities to learn and develop new skills. As an employer or manager, you can offer training, mentorship, and opportunities to attend conferences or workshops. This investment in your employees will not only improve their skills but also their motivation and job satisfaction.

In conclusion, creating a positive office culture and providing opportunities for personal and professional growth is essential for attracting and retaining the new generation of employees. By valuing their contributions and offering meaningful work, you can build a team that is engaged, productive, and loyal to your company.

The Company Needs Mentors

In today’s modern workplace, the new generation of employees values their managers as mentors and guides, different from previous generations. They seek a supportive and encouraging environment where they can excel in their job while feeling appreciated and valued as individuals. They expect regular feedback, guidance, and mentorship from their managers on both their professional and personal growth.

The rise of this trend can be attributed to a shift in parenting styles over the years. Today’s parents provide more feedback and are more involved in their children’s lives, leading to a generation that expects similar levels of support and guidance in the workplace. As managers, we need to understand this shift and adapt to the new generation’s expectations.

Regular feedback and guidance from managers are essential for this generation’s growth and development. Managers need to create a supportive environment where employees feel comfortable sharing their ideas, opinions, and concerns. They should be approachable and available to discuss any issues or challenges their team members may face. By doing so, they can help their employees achieve their personal and professional goals, boosting their confidence and loyalty to the company.

Providing feedback is not just about telling an employee what they did wrong. It’s about guiding them towards the right path, acknowledging their strengths, and helping them overcome their weaknesses. Managers need to be trained in providing effective feedback that is constructive, specific, and actionable. This way, they can help employees grow and develop in a positive and supportive environment.

In conclusion, as managers, we need to understand the new generation’s expectations and adapt our leadership style to meet their needs. Regular feedback and guidance are crucial for their growth and development, and by creating a supportive and encouraging environment, we can increase their loyalty to the company and improve their job satisfaction.

Give Them a Purpose

The new generation understands that simply earning a higher wage each year is not enough to fulfill their aspirations, especially when the cost of living in big cities is so high. They seek out more meaningful goals in life, and they want to work for companies that are making a positive impact in the world.

For them, a company should be more than just a profit-making machine. They want to work for organizations that have a greater purpose, such as improving society or solving complex problems. They are inspired by modern-day heroes such as Steve Jobs and Elon Musk, who have revolutionized their respective industries and made significant contributions to society. They are not content with simply earning a paycheck; they want to make a difference in the world.

As their manager, it is important to understand their aspirations and provide them with opportunities to work towards meaningful goals. This can be achieved by aligning their work with the company’s mission and values. It is important to emphasize the impact that their work is having on the world, and how it contributes to the greater good. Additionally, it is important to recognize and reward their contributions to the company’s mission and purpose, as this will increase their loyalty and commitment to the organization.

In conclusion, the new generation is driven by a desire to find meaning and purpose in their work. They want to work for companies that are making a positive impact in the world and are not solely motivated by salary increases and material possessions. As their manager, it is important to understand their aspirations and provide them with opportunities to work towards meaningful goals, and to recognize and reward their contributions to the company’s mission and purpose.

So, what should we do?

Since your company cannot immediately transition into the rocket industry, it is best to focus on the first four motivators. By making progress in these areas, the overall atmosphere within the company will also improve.

I recommend setting a goal for your team that they cannot achieve alone. As a member of the company, I must strive to overcome a target a hundred times greater than a one-foot barrier that I could cross alone. If the new generation feels like a part of the company, they will begin to see the company’s difficult goals as their own.

If your company is making a positive impact on the world, it will be easier to engage the new generation. Alternatively, if you are a startup aiming for global growth, explain to the new generation how important this is for your country and your nation, and how their contribution can make a difference.

By making an effort to understand and appreciate the emotional yet talented new generation, your company will benefit greatly and quickly.

Summary

Each generation has unique values and beliefs influenced by the events and cultural trends of their time. Understanding the psychological differences between generations, such as the preference for communication styles and motivations, can help individuals communicate more effectively and work together to achieve common goals. The new generation values work-life balance, progress, a comfortable working environment, office culture, mentors, and a greater purpose beyond just making money.