While Gen Zs are already making their mark in the workforce, they want no part in climbing the ranks. For many years, the cultural mandate of any company has been to hustle hard for your employers and get rewarded.
And if that involves climbing the corporate ladder, you climb it! However, Gen Zs are unwilling to go through such rigorous routines to get rewarded.
Gen Zs Aren’t Eager for Promotions
The corporate path was clear for years: Work hard and get promoted! However, that’s not the dream of many Gen Zs. Despite the incentives and benefits, they aren’t eager for promotions.
“The main thing I’m hearing about doing more work to get promoted is just it’s not worth the pay, and it’s not worth the stress,” career coach Emily Rezkalla told Insider.
They Don’t Want the Stress That Comes With Climbing the Corporate Ladder
For many Gen Zs, it is easy to look at their managers and think, “No, thanks.” Why take on the added stress, even for a fatter paycheck, if it disrupts your work-life balance or career goals?
While management isn’t for everyone, bosses must do more than put up money. They need to think like them if they want their young workers in managerial positions.
Are Gen Zs Lazy?
Some older colleagues believe that Gen Zs are lazy for a generation of people who complain about the status quo. However, the fact that young employees don’t want to enter a management role they deem unfulfilling doesn’t mean they’re against working hard or learning.
Also, Gen Z workers observe their older colleagues and don’t want to be a part of what they see.
Is Social Media Partisan?
Gen Zs have outlets like social media to talk about their observations. Hence, it’s no surprise they aren’t racing to jump into leadership roles. “They were seeing how “burned out” managers were,” a Tiktoker said.
After seeing and observing the challenges of their managers first-hand, Gen Zs ultimately decided there were better paths for them. Consequently, they maintain their minor roles with fewer responsibilities.
How to Motivate Gen Zs
Work-life balance remains a bigger and likely permanent part of the workplace conversation. Consequently, bosses need to consider what other incentives might drive young workers, Pradeep Philip, lead partner at Deloitte Access Economics, disclosed.
Gen Zs want roles that resonate with their identity and allow them to be creative. In addition, they consider monotonous tasks a bore and prefer diverse roles in a thriving work environment.
It’s Not Just About the Money
Many younger workers are less motivated by the things that once pushed employees: money and promotions. Gen Zs have said reasons beyond inadequate pay drive their job dissatisfaction. According to a McKinsey survey, some of them include a lack of career development and advancement and uncaring leadership.
The survey also found that Gen Zers think meaningful work is as important as workplace flexibility when considering a job opportunity.
The Right Tools to Motivate Gen Z
Older managers can’t just hope that Gen Zs will adapt and motivate themselves. They need to give them the right tools, advice, and motivation.
Rod Thill, founder of WorkDaze, said he’s had jobs where he pushed himself to get a promotion he didn’t necessarily want because it felt like it was what his superiors hoped he would do. However, we can’t expect the same of Gen Zs.
The Simpler Things
Most Gen Zs are content with their lifestyle and the money they’re making. So why get a promotion that would burn you out when you can continue doing what works for you?
Gen Zs believe work can be work and doesn’t need anything more. Hence, they would rather remain in their minor position than face the pressure of higher roles.
Innovation and Work-Life Balance
As Gen Z workers enter the workforce, innovation climbs a global scale. Gen Zs are more entrepreneurial, diversified, and technologically savvy than prior generations.
However, unlike the Millennials before them, Gen-Z employees treasure work-life balance. In addition, they take care of their mental health in a way the other generations never learned to do. Hence, they avoid any threat to their work-life balance and mental health.
They Love Free Will
Gen Zs don’t like being told what to do and won’t simply obey like previous generations. Consequently, leading by example through vision is more important than ever. In addition, having a regular feedback system is essential.
While hiring, choose employees who want to work for you. Then, put them in positions where they see themselves having the most impact and watch the magic unfold.
Growth Opportunities
Gen Z employees generally view their work life as a way to learn, grow, and develop. So they do not tie themselves to one role or company. Hence, leaders must provide opportunities for their talent to learn and challenge them with new experiences continuously.
Gen Z workers also bring new and different perspectives to the workplace that leaders can learn from and benefit from reverse mentoring.
Supportive Work Environments
Gen Zs are famous for questioning norms in the traditional workplace. Also, they are open and honest about their requirements. Leaders can prepare to manage this dynamic generation by getting to know them and understanding their needs.
They can then foster a supportive environment for them to thrive and be productive. Otherwise, Gen Zers will continue looking for opportunities that allow them to thrive and grow!
