Generation Z – How do you lead and retain a generation that is so different?

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Well-connected, sometimes socially overwhelmed, volatile, impatient. These are just a few of the characteristics associated with Generation Z. Processing and using a flood of digital information shapes their behavior, communication, and consumption. But this influence is particularly noticeable in their expectations of their own daily work routine. Generation Z is considered independent, curious, and open-minded. They seek the optimal balance between work and leisure. But that doesn't mean they are any less willing to perform than other generations. They simply need to be motivated differently.

It's about a generation whose most important values ​​are friendship, honesty, and paraguay phone number data fairness. Li-Stella Ender shared with everyone present how we can better understand this generation and its needs, and what this means for leadership and retention. We continue to operate in a labor market that allows employees to express their wishes and demands. Gen Z is revolutionizing the job market.

Many points from the discussion helped us better understand the "youngsters." One driver seems to be appreciation, and even small praise is very helpful. A major challenge is that the drivers and values ​​of the generation are changing. This topic is particularly resonant with our Katharina. The topic of drivers is the core element of her engagement study, which she is currently rolling out to develop a joint agency Total Engagement Score . We are excited to see who participates and what the results of the evaluations will be when the values ​​are calculated: Which drivers motivate which generation the most? This will be exciting and insightful for all of us.

Gen Z is a highly connected generation, yet at the same time, they can be overwhelmed by social interaction. Their expectation of a workday is to find a balance between work and leisure (e.g., through workations, reduced working hours, etc.). And, of course, digital media predominantly influences communication and consumer behavior.

Their behavior is characterized by impulsiveness and impatience, caused by processing large amounts of digital information. This impulsiveness also affects feedback conversations, which can be challenging. And feedback should ideally have a certain level of comfort—positive feedback is preferred to avoid negative feedback and maintain engagement.

As with every generation, leaders and companies must develop an understanding of these needs to strengthen employee retention. An exchange of experiences—like the one we're having today—can help address this topic.