How to manage Gen Z | Heather Elkington | TEDxDoncaster

Summary

The speaker addresses the misconceptions about Gen Z in the workplace, highlighting the need for a new approach to management. They share their journey from a struggling manager to leading a successful team by embracing transparency, authenticity, progression, elasticity, and safety. The talk emphasizes the importance of adapting management styles to build trust and empower Gen Z, fostering a better work environment for all.

Takeaways

• 🌐 The script discusses the challenges of managing Gen Z in the global workforce, emphasizing their digital native traits and the need for new management strategies.
• 📱 Gen Z has grown up in a world dominated by social media and smartphones, which has shaped their expectations and attitudes towards authenticity and transparency.
• 🤔 There's a general perception among managers that Gen Z lacks commitment and work ethic, but the script suggests this might be a misunderstanding of their needs and values.
• 🔍 The speaker's personal experience highlights the inadequacy of traditional management theories when applied to the modern, diverse workplace.
• 📚 The importance of transparency in management is underscored by the example of Netflix, which opened its financial data to all employees, leading to better decision-making.
• 🌟 Authenticity is key for building trust with Gen Z; managers should be genuine and avoid pretense to foster a healthy work environment.
• 🚀 Progression is vital for motivation; providing opportunities for growth, even if not in traditional ways like promotions, can help engage Gen Z employees.
• 🎯 Elasticity in work guidelines is necessary to accommodate the gig economy and the desire for flexibility among Gen Z workers.
• 🛡 Creating a safe environment where employees feel secure to take risks and fail is crucial for innovation and personal development.
• 🤝 The script suggests that by embracing principles of transparency, authenticity, progression, elasticity, and safety, management can better engage and retain Gen Z employees.
• 🌱 The speaker concludes by calling for a commitment to these principles to improve the workplace for everyone, reflecting a shift in management paradigms.

Q & A

What generation does the speaker primarily discuss in the script?

The speaker primarily discusses Generation Z, also known as Gen Z, born between 1996 and 2012.

What percentage of the current workforce is made up of Gen Z, according to the script?

Gen Z currently makes up about 30% of the workforce.

What challenges does the speaker identify in managing Gen Z in the workplace?

The speaker identifies challenges such as a lack of trust in workplace leaders and businesses, unrealistic expectations from social media, and a need for transparency and authenticity.

What is the average time spent on phones per day mentioned in the script?

The script mentions that on average, people spend seven hours a day on their phones.

What impact did the COVID-19 pandemic have on the way we think about work, as per the script?

The COVID-19 pandemic demonstrated that many jobs previously thought to require a desk and computer can be done effectively from home.

What are the five principles the speaker suggests for managing Gen Z effectively?

The five principles are transparency, authenticity, progression, elasticity, and safety.

How does the speaker define 'transparency' in the context of the workplace?

Transparency is defined as making financial data and other critical business information accessible to all employees, allowing them to make better decisions.

What does the speaker mean by 'authenticity' in the context of management?

Authenticity refers to managers being genuine, dropping professional barriers, and being their true selves to build trust and healthy relationships with Gen Z employees.

What is the importance of 'progression' in motivating Gen Z employees?

Progression is crucial as it aligns with the Latin root of 'motivation', which means to move forward, indicating that employees feel motivated when they see growth and development in their roles.

How does the speaker describe the concept of 'elasticity' in the workplace?

Elasticity refers to providing employees with flexibility in their work schedules and tasks, accommodating the gig economy and the reduced reliance on traditional full-time employment.

What does the speaker propose to create a 'safety' culture in the workplace?

Creating a safety culture involves making employees feel secure to fail, experiment, and learn without fear of embarrassment, by incorporating vulnerability and open communication.