Eight practical insights to inspire and energise Gen Zs for peak performance - Part 2

4. Offer flexibility and opportunities to make meaningful contributions

When it comes to compensation and benefits, Gen Zers prefer the same things that other generations care about.

However, they are also likely to place a higher priority on work-life balance.

Hence, managers can offer more remote work opportunities to accommodate their desire to strike a balance between work and other interests.

Another way to inspire Gen Zers is to communicate clearly and be transparent about the company’s goals and priorities.

Encourage them to share their ideas and suggestions for how the organization can be more successful.

When you make them feel that they are an important part of the organization, they will be motivated to

learn relevant skills that will equip them to make meaningful contributions.

5. Provide opportunities for professional development

It’s an open secret that knowledge is progressive.

This is why companies that offer team members Continuing Professional Development (CPD) opportunities usually excel.

In their quest for continuous growth, Gen Zers are especially motivated by companies that provide opportunities to learn.

So you will be best served to ensure that such opportunities abound in your company.

Furthermore, it is a win-win in the long run.

It will increase individual productivity and enhance the skill set of team members, leading to a higher level of job satisfaction. On the company’s side, employee retention rate will go up.

6. Give Gen Zers a voice by asking for constant feedback

Managers may be tempted to try to keep their teams focused on the task at hand without interruption.

However, Gen Zers may view this as a lack of confidence in their ability to do their jobs well.

Instead, Gen Zers may actually want managers to interrupt them regularly to ask for feedback on the work they are doing and the progress they are making.

This could mean regular one-on-one meetings with Gen Z employees. It could also mean setting up an anonymous suggestion box or feedback form where Gen Zers can share what they think about their work or the organization.

This constant feedback may seem like a lot of extra work. However, it can be very helpful for managers to know what challenges their team members are facing so that they can proffer solutions.

7. Inspire Gen Z with visionary leadership

As the first set of true digital natives, Gen Zers are likely to be very interested in a company’s values, mission, and culture.

Managers should make sure that they clearly communicate and exemplify what the company cares about and why.

This transparency may extend to how the company plans to use its resources to achieve its goals. In other words, you want to be clear about the company’s plans for the future.

For example, the company leadership should let Gen Zers know when they plan to replace certain technology and what other changes are in the works. This transparency can help Gen Zers see that the company trusts them, which may make them feel more engaged in their work.

8. Encourage them to challenge the status quo

Managers may be tempted to create an environment where employees are afraid to make mistakes.

However, this can actually lead to lower engagement and productivity.

Instead, consider creating an environment where employees feel safe to try new things and make mistakes without fear of being criticized or punished.

This can help to create a culture of innovation while also encouraging authenticity, both of which are important to Gen Z employees.

Conclusion

As the children of baby boomers and older millennials, their way of thinking is already influencing your employees, even though they are just entering the job market.

Believe it or not, the future of your organization may very much depend on how well you are able to inspire the Gen Z employees on your team.

Growth Opportunities

On 12th August, 2024, we are hosting young people to a Career & Enterprise Growth Workshop in collbaoration with the US Consulate and American Corner. Attendance is free but registration is required on www.bit.ly/TPPEmerge2024 You can also download a free copy of the latest edition of The Peak Performer Magazine You can also enrol your Mid-level Leadership Team for the Made4More Accelerator Program and your Senior Leadership Team for the Dr. Abiola Salami International Leadership Bootcamp 2024 We also have an upcoming training for leaders in public service.