The first step is to disenchant the negative image. – The Z generation is a bit demonized – admits Katarzyna Żochowska, Senior Manager, HR & Employer Branding, which is responsible for the development of sea and air freight teams at DSV – Global Transport and Logistics.
– These are absolutely not people who only come with demands. First of all, they are very open to changes. They find much easier in the situation of changes in systems, organization structures or work location. They are so flexible that within five minutes they are able to decide to move to another country, treating it as an adventure and personal development. I think that thanks to this, they more use the possibilities offered by work in an international company, such as DSV. – explains the expert. This flexibility and openness to new products is one of their greatest advantages in a dynamic business environment.
Work smarter, not harder
Zetki, raised in the digital world, naturally look for improvements and optimization. They are not afraid to question existing processes if they see the possibility of improving them.
– This generation does not see the value in working “a lot and long”. First of all, they want to work wisely, i.e. create the greatest value, with the smallest possible energy investment – laughs Żochowska. – They are very creative. They often look at the processes with a critical eye and are not afraid to offer us new solutions. They try to introduce technologies that make the work go faster, is simpler and easier.
In our company, Zetki often stand behind the implementation of system improvements. – We have a team that offers improvements on the systems we work on, as well as those used by our clients. The leaders of operational teams from the generation with themselves come with ideas that something can be improved. They often suggest solutions that inspired by their private experiences, even the way banking applications or those used for entertainment – explains the expert.
New management style
Zetek's leadership style deviates from traditional patterns. – First of all, this is a generation that departs from the well -known structure and hierarchy – notes HR Manager. In practice, this means more partner relations with the team. – They often have their employees with their employees. The teams led by the gene regularly go out together, have common passions, a common hobby.
Such a model has its advantages. Builds commitment and a good atmosphere. But it also carries a risk. – It is problematic that such leaders do not set clear boundaries. Some employees and themselves may feel lost. Sometimes they lack rigid norms and rules in which they could move, and they can not always designate them – emphasizes Żochowska.
Building a healthier organizational culture
Zetki bring more emotional intelligence and sensitivity to the workplace. – These are people who know and understand that each of us can have a weaker day – says Żochowska.
– They are much more aware, much more sensitive to the issues of Diversity and Inclusion. In their teams there is no room for ambiguous jokes or behaviors that could be considered too confrontational – he adds.
What's more, they are not afraid to talk directly about what they do not like – and it is often immediately at the moment when something is happening that is contrary to their values. – They are brave and talk loudly about what they think, what they feel and what they think is right and what they don't. And this is also highly valued, both by their superiors and team members – notes the expert.
Work-Life Balance seriously
Another value that the generation from the organization is a healthy approach to balance between professional and private life.
– Zetki are very aware that, apart from work, they should also have time for private life – emphasizes Żochowska. – We, as older years, told ourselves that we had to bring – the goal was worth every overtime. For the gene with such a model of thinking is a stranger.
This attitude also affects older employees. – Everyone in the company gains this. Older employees begin to understand that they can postpone something tomorrow and nothing will happen.
– And for this I am deeply grateful – admits the senior manager.
Challenges for the employer: patience and clear rules
Cooperation with the young generation requires some adaptation from employers. Katarzyna Żochowska admits: – I certainly had to learn to be much more patient – he says with a smile. – Some things that were natural for me, they are not like that for them.
As an example, he gives communication issues. -If I am sick, I inform my supervisor about the absence, even by SMS. Zetki assume that since they got L4, it will come with the PUE system to the employer, and he “knows”.
Therefore, the key, direct communication of expectations and rules becomes crucial. – These are people who catch everything and easily adapt to the expectations of their superiors. Of course, provided that we sit with them, talk and indicate a very precisely area that requires some kind of change – and explain why it is needed. Time and attention investment is necessary – he adds.
Feedback is also important. Regular talks about progress and expectations are the standard, instead of traditional periodic evaluation. – In DSV we implement the Continuous Feedback policy – we try to teach our managers that frequent conversations and appreciation are important. – explains the expert.
“Świeżaków” support: How to develop young leaders?
The promotion of a young employee to a managerial position is a special moment that requires support. The biggest challenge is to change the role – from a friend to his supervisor. – I think it is difficult for anyone who leaves a team and is promoted, and for the Z generation it is a particularly big challenge – says Katarzyna Żochowska. – Therefore, companies should invest in dedicated training programs. We run the “Leader Academy” at DSV, in which the First-Time Leaders acquire the necessary tools needed as a managerial role: starting with how to delegate responsibilities, enforce the implementation of tasks, through communication, to motivating employees and managing change.
It is also extremely important to publicly support the new leader by older managers. – It is very important that the position of such a fresh leader is strengthened by his superiors. So that everyone can see that this person is in the right place, has support and has the competence to manage teams – emphasizes the expert. Without this support, the authority of the young boss can be undermined.
Managers from the generation with new energy, digital skills, the need for transparency and partner relationships. Although their management and communication style may require adaptation from the rest of the team and the whole company, their potential is huge. The key to success is to understand their perspective, clearly communicate expectations and invest in their development as leaders. Zetki at the controls is a chance for a more dynamic, effective and friendly organization in which everyone can feel themselves.
