“A revolution of the workplace”
“Consistent, applied pressure for change”
“Transform and disrupt the workplace more than any generation”
There’s a lot to be said about the impact Gen Z is having on the workplace and it’s a topic that can provoke very strong reactions. Just recently, Jodie Foster said they can be ‘really annoying’ to work with.*
While they often get a bad rep, I’m in a position where I really get to see the value that they bring and think there’s a lot that can be learnt as they redefine working cultures, stand for DE&I and against toxic environments. The people pleaser in me is cheering them on.
I’ll admit, adapting to their working style can be challenging as it’s very different to the way I approached my career when starting out in PR, but it isn’t going away and will continue to change the way we work. It’s up to us as leaders to embrace the transformation that’s already started and get on board.
From my own experience of collaborating with and leading this generation, here are some of the ways leaders can adapt to this transformative era:
Lead with purpose
Any PR worth their salt knows that purpose-led work is essential for a brand trying to build authenticity and transparency with a younger audience, but it’s much more than just the campaigns we activate. Leaders are being judged on their commitment to social responsibility, sustainability and DE&I – and this generation is drawn to companies with a clear sense of purpose. Gen Z resonate most strongly with leaders that champion these initiatives as part of a company’s wider mission and take tangible action to stand for something.
Nurturing a love of learning
As digital natives, with all of the information on the internet at their disposal, Gen Z are curious and keen to learn within their environment. They therefore prioritise training, skills development and mentorship within the workplace, so leaders need to nurture this to encourage a culture of curiosity and retain their staff.
Less hierarchy, more collaboration
This point is one I personally see real value in, especially in the PR industry – there is so much value in a workplace that thrives on open communication and idea sharing. PR agency-world is broadly skewed to a younger workforce, so tapping into the collective intelligence and group think of the team is a worthwhile exercise to ensure a happier working environment and cultivate a sense of ownership for all members of the team.
Ultimately, there will need to be a shift in leadership – in evolving strategies and embracing change. Traditionally ‘soft’ leadership traits will be valued over rigid inflexibility (a shift we’re already seeing), with empathic leaders really stepping into the forefront. Leaders at every level will need to be more visible and show their commitment to creating a better workplace.
It’s a topic that has many facets and this barely skims the surface of the changes that will be made in the workplace over the next ten years – but Gen Z will continue to disrupt, and as leaders, we need to embrace the curve or get left behind. Success lies in not just accommodating these changes but proactively integrating them into the fabric of leadership practices and organisational culture.
*https://www.theguardian.com/film/2024/jan/06/jodie-foster-generation-z-annoying-interview
