11 Jun Generation Z Is Here. It’s Time to Rethink Your Talent Development Strategy. Part 3 of 3
Does your firm have five star managers? GenZers will let you know
Over the past two weeks, we’ve taken a deep dive into the youngest generation and explored how your company can prepare to engage them. Last week we looked at their profound diversity, and the week prior we touched on their innate interest in receiving feedback. This week we’ll explore how this first fully digital generation’s relationship with technology will – like it or not – change the face of business.
Think about it: GenZers have spent every day of their lives plugged into the digital world, and are super connected. I know this sounds obvious, but it’s worth examining the idea more closely. The GenZ experience is one of no clear line between the real world and the digital world. This experience is about as unreachable to older generations as their childhood memory of “life before the internet” is to a member of Generation Z.
Massive interconnectivity means a lifetime of turning to others for feedback, as explored previously. GenZers have been giving and reading of reviews of products, services, experiences, and destinations for practically their entire lives. This means that your company’s employer brand will become more important than ever, and job posting boards that offer reviews of employers from past and current employees will likely have increasing influence. Glassdoor.com currently takes in reviews of the CEO – so why not do the same for everyone in upper management? Such profound transparency means that your company needs to spend as much time defining its employer brand as it does its primary brand. Are your department chiefs delivering consistent five-star content about your business?
My friend, a high school science teacher, used to quiz his students on the periodic table of the elements. The advent of ever-present smartphones, with the entirety of human knowledge just a few taps away, has prompted some to question the value of memorizing the elements. The debate rages on, but the argument underscores this new generation’s willingness – no, desire – to find resources for themselves online. The average GenZer spends three hours a day watching online videos, and is just as likely to turn to YouTube for a cake recipe as for instructions on how to fix a bicycle. Older employees are looking for nearby conferences, while GenZ employees are already on YouTube and LinkedIn Learning, soaking up new skills.
Let’s not forget that the members of Generation Z are also producing high quality videos. What does this mean for your business? Older employees may not be too impressed with your slick onboarding videos – but your GenZers are expecting them. It’s worth taking a candid look at your core operational training: where could you introduce more video? Could you blend it with the tenets of your employer brand to make the kind of resources your new employees are looking for?
Understanding generational differences are key to success in hiring and retention. eMentorConnect regularly dives deep into these distinctions to ensure that the fundamentals of leadership, communication, and talent management are readily available to your entire team. Take a good look at your team – is it time to bring in an expert interpreter to ensure cross-generational effectiveness? Contact eMentorConnect today to explore how mentorship and leadership development can take every member of your team to the next level.