Generation Z and bosses : how do you find common ground ?

Generation Z and bosses : how do you find common ground ?

25 October 2024

In an ever-changing world of work, generation Z is making its voice heard. A recent survey revealed that 81% of young people in this generation want to move to a four-day week. This demand arouses both admiration and concern among managers, who often feel exhausted by these expectations. So, is Generation Z really difficult to manage, or is it simply a misunderstanding between two visions of work ?

Expectations of generation Z: flexibility and meaning

Above all, generation Z is looking for flexibility in their work. They want to be able to organise their own schedules and choose where and how they work. For them, the workplace should adapt to their lifestyle, not the other way round.

What's more, this generation places great importance on the meaning of their work. They don't just want a job; they want it to have a positive impact on society and be aligned with their personal values. Companies that focus on social and environmental responsibility are more attractive to this young workforce.

Productivity and balance: when Gen Z comes up with solutions

Contrary to certain preconceived ideas, generation Z is concerned about its productivity. However, they believe that this productivity should not come at the expense of their well-being. A recent study revealed that 81% of young Gen Zers are in favour of the idea of a four-day working week, a concept that could improve quality of life and job satisfaction. They are also adept at collaborative and agile working methods, which encourage creativity and commitment.

The communication gap: can bosses and Gen Z understand each other ?

The gap between the expectations of generation Z and the perceptions of bosses is creating frustration on both sides. Many companies, whether they have young or experienced teams, can feel lost in the face of a rapidly changing work culture. They may perceive Gen Z as disengaged because of their increased need for flexibility and meaning.

On the other hand, the young people of Gen Z sometimes feel a lack of support and listening. They are keen to have open conversations about their expectations, but often come up against structures that favour hierarchy over authentic communication. This can lead to a feeling of incomprehension and isolation among these young talents.

To bridge this gap, companies need to adopt a proactive approach. Managers can benefit from training to better understand the motivations and expectations of Gen Z, while opening up more informal channels of communication. At the same time, Gen Z can learn to express their needs constructively, seeking to establish dialogue rather than confrontation.

Towards a new generational partnership ?

Generation Z is entering the labour market with expectations and aspirations that challenge established norms. Their quest for meaning, flexibility and authenticity should not be seen as a rejection of professional values, but rather as an invitation to redefine the world of work.

t's important to stress that neither bosses nor Gen Z are to blame for this dynamic. Bosses are navigating an ever-changing environment, while Gen Z is trying to find its place in a changing world of work. This tension can be seen as an opportunity for learning and growth on both sides.

Companies have the opportunity to transform this dynamic into a rewarding partnership. By adopting a proactive approach and encouraging open communication, they can create an environment where young talent feels valued and motivated. For their part, members of Gen Z can learn to express their needs constructively, thereby establishing a positive dialogue.

Ultimately, it is together, through dialogue and openness, that bosses and Gen Z can build a more inclusive and fulfilling professional future. This change requires a willingness to adapt on both sides, but it can also lead to significant gains in productivity and commitment.