8 simple to use tips for leading Gen Y (Millennials) and Gen Z

For the first time we live in a world where there are 5 generations in the workplace.

From 17 years of age to 70, we are now required to value and harness difference like no other time.

From Traditionalists, Baby Boomers, Gen X, Gen Y (Millennials) to Gen Z.

• Gen Z, iGen, or Centennials: Born 1996 – TBD
• Millennials or Gen Y: Born 1977 – 1995
• Generation X: Born 1965 – 1976
• Baby Boomers: Born 1946 – 1964
• Traditionalists or Silent Generation: Born 1945 and before

What does that mean for leaders creating a high performance environment where success is inevitable?

It means we have to be on our toes to embrace true diversity in its many forms. The differences may also be those of national origin, physical appearance, religion, disability, education, age, gender, or sexual orientation.

Great leadership is key for all

It means as leaders we need to be at our best. It's true that all generations need to be led well and good leadership is key... but there is a difference for our younger colleagues from Gen Y and Z!

We still need to deliver on the 10 Leadership Disciplines I share in Leadership Laid Bare and The New Leadership Manifesto.

And we still need to build trust, inspire action, run great meetings, coach, mentor, learn, communicate, build confidence, listen and challenge.

Added to that we need to understand the main differences for leading Gen Y and Z.

Dispelling a myth

I'm sure you'll agree that we get taught that we should treat people the way we want to be treated.

Unfortunately, this is so wrong!

We need to treat people the way they want to be treated!

We also need to be aware of our unconscious bias in situations. Being a Baby Boomer myself I feel comfortable leading Traditionalist and Gen X - it's Y and Z that I have to fully understand.

I also think it's also important for Gen Y and Z to understand other Generations too!

Understanding and valuing different mindsets and values is key to your success as a leader.

A world of caution though. It's easy to forget that we still have a wide range of Generations to think about - not just change everything for Millennials and Gen Z!

I see that too often in leadership articles and literature.

We still need to lead and appreciate all 5 generations!

However, in this article, I want to focus on what I've learnt about leading Gen Y and Z and the differences we need to think about.

Here are my tips on leading Gen Y and Z

Generation Y (Born 1977 – 1995), also known as millennials, are liberal, insanely tech savvy, self-expressive, confident, and open to new ideas and new ways of doing things.

Whilst Generation Z (Born 1996 – TBD ) are known to be more independent, self confident and autonomous.

What does that mean we need to do from a leadership point of view?

Tip 1 - Ensure Real Time Feedback

Imagine a young person posting something on LinkedIn or Instagram and getting no likes for a year! They would be worried, wouldn't they! Yet we still use old world annual appraisals and engagement surveys. These need to change to in the moment feedback. Young people have grown used to getting instant feedback via social media.

Tip 2 - Establish a Clear Purpose

Our younger generation want to make a real difference. They are inspired by working towards a purpose. Gen Z is a highly socially conscious generation with a strong desire to give back and participate in social programs through their place of work. This creates a sense of purpose and heightens engagement, which 84% of Gen Z rates as highly important when choosing their jobs.

Tip 3 - Give them Reasons

Gen Zers believe in the importance of dialogue, collaboration and discussion. They want to know the 'why' behind decisions. We need to include them in the decision making process. Days of command and control where the managers (subject matter experts) came up with the answers and told people what to do are over!

Make sure you run collaborative meetings and workshops that give them the understanding on why it is important to take action.

Tip 4 - Give them Greater Visibility and Autonomy

Younger people are used to having a vast amount of data and information at their disposal. They are more pragmatic and analytical about their decisions than members of previous generations were. In a survey by McKinsey and Co sixty-five percent of the Gen Zers said that they particularly value knowing what is going on around them and being in control.

Use technology to ensure the information is freely available and let them make decisions within a framework. For true empowerment we still need direction and a clear decision making framework otherwise we create chaos and risk!

Tip 5 - Give Them a Career Path

Almost half (46%) of Gen Z are freelancers, and 73% are becoming freelancers by choice instead of necessity. — Upwork, 2018

Although the so called Gig economy has been around for a long time, it has become popular for the younger generation to opt for a lifestyle that gives them more freedom. Having said that they are worried about the level of pay and security that brings.

The answer is to create a compelling employee experience with flexibility and a powerful career path. One that allows them to flex yet stay with the organisation. Clearly, all the other elements I've mentioned all fit together, so have a think about how you can create a compelling employer brand for all. It's not just about pay!

The Gig economy can also work well for Traditionalists and Baby Boomers. Instead of retiring and loosing their knowledge, you could create a great freelance offering!

Tip 6 - Rethink the Boring Stuff

Our tech savvy youngsters don't want to do the boring repetitive stuff like reports, orders, spreadsheets, emails and expenses - use technology to make our lives easier!

We need to set up automation strategies.

Automate the tedious work and get people focussed on the important stuff.

And that's a tip for all not just Gen Y and Z!

Tip 7 - Flex The Hours

Work- Life Balance is an old phrase and concept not really adhered to by our younger generations, they want FREEDOM! They want the freedom to work in a flexible way.

Have a think about the 9 - 5 mentality that has been a habit for so long and ask yourself if that is the best way to operate. Could you think about peaks and troughs of requirements and align the workforce to that? Is there a way you can have flexible working, remove the clocking in and out systems and really trust people?

Is time at work the most important bit, or is it outputs?

Many organisations have surge pricing models, perhaps you could have a surge workforce model too?

Clearly different organisations will have different needs to serve their customers but it's worth challenging our habits and ways of working!

Flexible working conditions come into play here too. Do we all really need to work in a big head office or could we work from home or hubs or from wherever we want?

Tip 8 - Make Learning Experiential and Collaborative

Dan Pink, in his book Drive, talks about the extraordinary truth of what really motivates people being purpose, mastery and autonomy.

Learning and growing is key to Gen Y and Z. And they want to do it in a different way.

There is a great thought leadership article from LinkedIn about this - shaping the new era of learning.

As native Internet users, Gen Z are used to fast-moving technology and immediate gratification, and as noted in our research Gen Z feel like time is scarce. They love micro-learning to fit into their busy lives. We need to combine this 'just in time' learning with ongoing learning journeys that are connected to the purpose of the organisation and build the right mindsets, share knowledge, build skills and explore the use of using new tools.

We need to make learning experiential, self directed and collaborative. Many L&D functions are just not set up this way and still churn out the same old e-learning and boring classroom based courses. Give them independence and make it exciting!

What next?

So there you have it, 8 tips to get you thinking about how to develop a multi generational leadership style.

I'm sure there are many other ideas out there. I would love to hear about your experiences.

Drop me a note in the comments and share your thoughts.

In the end it's all down to great leadership really!!!!

Every success,

Graham

About the author

Graham Wilson is on a mission to change the way organisations are being led. His sole purpose is to awaken possibility in leaders to deliver extraordinary results. Called a Leadership Wizard by his clients, he is the founder of the award winning Successfactory, author of Leadership Laid Bare! and The New Leadership Manifesto. He is trusted by many of the best leaders and organisations around the world to develop their leaders.

You can contact Graham at graham.wilson@thesuccessfactory.co.uk

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