Even though, today, we have four generations in the workplace, we have to start thinking about tomorrow and how to handle five generations.  https://rbxlibrary.my.id/

It is projected that, although the number of traditionalists in the workplace will shrink considerably by the year 2020, there will still be a few working when the fifth generation enters. Today we talk about Boomers and Generation Y – how Boomers are the parents of Generation Y and how challenging it is to manage these two dominant groups. It will be interesting to be a part of a workplace where Boomers are grandparents to Generation Z. And it will certainly be interesting to watch Generation Y, and their desire for leadership positions, meaningful work, sense of accomplishment, and most importantly, their desire for media freedom, device flexibility and work mobility figure out how to lead Generation Z. We don’t know for sure what Generation Z will expect from the workforce but we can be relatively certain it will differ from the expectations of Generation Y.

Let’s look at the current views of the two generations.

Generation Y – born between 1976 and 2001 – are highly educated (just like the Boomers although the Boomers were the first highly educated cohort), tech-savvy (having grown up with the internet), pack-oriented (social media sites usage such as Facebook is highest of any cohort) and, they do not differentiate between their personal and professional lives. To members of this cohort, it’s all about flexibility in all aspects of their lives and fullfilling their social needs while at work. They are focused on developing relationships and want their peers and colleagues to be treated equally in the workplace – because they want to work in a place that helps them to gain more friends – so, of course they will want all their friends to be treated well.

Generation Z – born after 1990 – will also be highly educated. They will have grown up with mobile technology (some of them will never even use a laptop) as they will always have a smartphone or the next generation of mobile technology on their person. They will continue to build their social and professional lives through smartphone use so they are considered the first generation of social media junkies. Their social, personal, professional needs will all be immediate, demanding immediate response to their requirements. Like Generation Y, they communicate with many people at the same time, utilizing various social media sites to continuously share their personal and private thoughts, ideas, and lives.

Both cohorts are used to sharing their opinions, speaking out online on whatever topic they choose. They want to be part of a network, so will usually seek out sites, products and services that their ‘friends’ have viewed, used and recommended. Multitasking is a skill both generations have and both want to continue to learn and grow – but the difference being Generation Y wants to do this by part of a collaborative, creative and innovative environment while Generation Z most likely will continue to prefer to do this by seeking out expertise from online sources.

How will Generation Y respond to Generation Z in the workplace?

Generation Z will be much smaller than Generation Y – so the comparison to Boomers and Generation X situation is tempting, however; the key difference will be in the form that communication takes between leaders and employees as these two cohorts take over the workplace. Generation Y leaders will seek out team-oriented, creative and innovative employees who value flexibility in their working and personal lives – employees like themselves. According to UNC Kenan-Flagler Business School, Generation Y values structured assignments with frequent feedback. They want to continue to learn and grow but they want to do it in a collaborative environment. With their penchant for pack-orientation, they want to be part of teams, virtual and real project teams. These are the types of work groups they want to lead.

Generation Z may not be so team-oriented. They will have spent much of their teenage years getting the information they want, their social needs met, and their education and expertise from online sources, through individually driven pursuits. In many respects, as the ‘Igeneration’, they will have been influenced by their experiences interacting with the virtual world and not by developing personal or professional relationships with others in the real world. This will provide a challenge for Generation Y leaders as they attempt to turn these ‘digital natives’ into team members. In terms of physical layout of the workplace, the open concept that bothered Boomers and Generation X will be supportive of Generations Y’s working style preference – ease of collaboration. For Generation Z, the layout of the office will be far less important as more and more of their professional interactions will occur through technology as opposed to face to face.

As with all cohorts in the workplace, the key is to understand their communication and working style preferences and determine the best means to leverage these preferences for performance. To do this, Generation Y will need to figure out the best way to capture the interest of future Generation Z employees just as Boomers are now trying to do with Generation Y. Recognition of, and respect for, working and communication style differences is one hallmark of a good leader. If Generation Y wants to lead, they will have to develop those leadership skills that continue to support new ideas, whether they are leading members of Boomer, Generation X, Generation Y or Generation Z, or most likely, some combination of all five cohorts. They would do well to develop a solid understanding of the current demographic workforce and how communication styles, tools and forums can be utilized to take advantage of the ideas and expertise of all the cohorts. Why? Because, they may, one day, be tasked with leading a team composed of both Generation Z members and their grandparents.

By yanam49

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