“Leadership is not about being in charge. Leadership is about taking care of those in your charge.” – Simon Sinek
As leaders, it’s now common to have and lead 4 generations (Boomers, Gen X, Millenials and Gen X) in your team. Each generation having its own characteristics, contributions and expectations. While it is important to know and discuss each generation, this article will focus on knowing and understanding the younger generations of Y and Z.
In the recent study, around 60% of the workforce is from these younger generations. There is no reversing the trend…the number will continue to rise in favor of the youngsters. And with the entry of these younger generations into the workforce, there is major transformation towards influential leadership. They go for leaders who are inspiring, relevant and a leader who connects.
In the podcast we used to host called Leaders In Action, we interviewed several leaders on how they would describe the majority of the team members they are now leading and their expectations.
TECH SAVVY – They are digital natives. If it can’t be found or done digitally, it doesn’t appeal to them. They have very strong social media presence and connections. They’re on FB, X, Instagram, Tiktok, Kumu, Viber, Whatsapp, Telegram, etc. They want access 24/7/365 and borderless. When face-to-face is not available, they expect their leaders to still be accessible to them online. And not only through one platform, they expect us to be available on all platforms. As some of them put it, a business which is not on technology and social media, does not exist. If you want to influence them, as much as possible be where they are. But as leaders, we should be able to guide them on how to use these platforms properly.
INSTANT INFORMATION- Because of this connection, they have access to and demands instant information. With Mr Google and now Meta AI, one click and presto they have the answer. They just don’t believe what they are told, they double check and verify. As they want speed, they prefer platforms where communications are almost instant and real-time. They are mostly not into email, as they consider it “Jurassic”. They go for FB messenger, viber, Twitter or IG. They want to get feedback and be updated. For them, speed is measured not only at the finish line but in each step of the process. The more you communicate with them, the more influence you can have.
MORE CHOICES – As they can search and research on almost everything, they have more choices, more options, more alternatives. They can easily compare between what we are offering and what’s out there. And because of this, the younger generations are more mobile and considered to be less loyal as they can easily move and change affiliations. And because they are exposed to how things are being done or can be done differently somewhere, they will not accept only one approach. They challenge the norms, standards and status quo and expect leaders to offer new ways of doing things. They don’t accept things at face value. They say no to “nakasanayan or nakaugalian”. For them, there is always another and a better way!
EMPATHY – Empathy has always been a key skill for leaders, but it has become more vital during the recent uncertain and uncharted moments. After the pandemic, there’s a lot of uncertainties and doubts. Aside from battling their own fears and insecurities, our young workers have to deal with inter-company or inter-department changes, plus they have to deal with more complex, demanding and exacting market. That’s why when they are infront of their leaders, they expect and appreciate a little more empathy. They may be high tech nit they also want high touch. Empathy breeds loyalty. One study showed that 71% of members say leaders that have shown empathy during the pandemic have earned their loyalty. They appreciate leaders who can understand and make them feel valued in the moment and feel like they are part of the family.
SENSE OF PURPOSE – they look for deeper meaning in what they do. They want to be identified to a bigger cause. They showed and proved this during the recent national elections. They went out and voted to protest the current state of our nation and demand change. And they delivered. They have strong desire to achieve and develop their abilities to its full potential. They want to be included. They enjoy taking on tasks and projects that will allow them to showcase their talents and leadership skills.
They may appear and sound to be more demanding and challenging but let’s be mindful that just like during our time, the young generations just want to be heard, felt and recognized. We just need to know and understand them for us to continue to be a relevant and influential leader in our work place.
