The leaders of the smaller generation in the workforce are back from the old narration that they are lazy And destruction. In fact, they are not trying to raise the level of the scene for the entire companies. They only want a seat on the table.
“You cannot walk in the door on the first day and say,” We change everything for (Gen Z). ” luck The summit of innovation in the workplace this week. Instead, he recommended that the leaders give younger workers a voice and platform for exchanging their ideas and views about the company’s culture and general goals. He said that it is the optimal workplace that realizes “every appropriate voice between generations.”
There are certainly increasing pain with five generations confined to the work scene. Only 17 % of the Gen Z employees are not mentioned. There are no problems Work across different generations Groups, compared to 45 % of children’s children, according to another a report From the consulting company Corn Ferry. One of the main contributors to the young man working is a lack of communication: nearly half of all Gen Z’s employees want more communication and collective communication, according to the same report.
Like a steelman, other Gen Z leaders urge employers not to buy in Trops Generational.
“People love to talk about us but do not talk to us or build with us,” said Ziad Ahmed, head of the next Gen practices at Uta Marketing. “I think this is rooted in a lot of assumption. It rarely takes us to where we need to be.”
In many ways, Gen Z is not different from their ancestors: they have many of the same priorities and desires, including Huge salaries.
“We would like to distinguish between generations with generations, but human behavior does not change much.” Tiffany Chung, co -founder of the social media site, said.
Both General Z leaders agreed that their generation does not try to increase the workforce, but instead they are affected by a unique perspective affected by technological progress and geopolitical moments that formulated the dynamics of their upbringing.
Ultimately, it is in the interest of the employer weaving their views and views of strategic and cultural decisions, even if it is not at the fast that some General Zires used to.
“The most productively productive workforce gives priority to this idea of development instead of the revolution.”
This story was originally shown on Fortune.com
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