Gen Z is now in the workforce. Organizations must adapt their strategies to effectively attract, retain, and engage this new generation of employees. What is even more important, the “under 30” professionals, so the oldest members of Gen Z and youngest Millennials, are already beginning to hold executive positions. In this article, we explore how Gen Z employees are shaping the future of leadership.
Gen Z employees stepping into the new role
It is uncommon for Gen Z employees to attain C-level positions beyond Startups. However, a growing number of young professionals are now securing middle management or N-1 level roles. The rise of Gen Z managers is particularly evident in business environments that embrace innovation, agility, and digital transformation. Industries that heavily rely on technology, such as e-commerce, software development, and digital marketing, are witnessing an increasing number of Gen Z managers at the forefront.
These young leaders thrive in fast-paced, dynamic environments. Space, where they can leverage their technological prowess and adaptability to drive organizational success. Startups and tech companies, known for their emphasis on creativity and disruption, are also fertile ground for Gen Z managers to flourish.
Furthermore, industries that prioritize social responsibility and sustainability, such as renewable energy, ethical fashion, and eco-friendly consumer goods, attract Gen Z managers who are deeply invested in making a positive impact on society and the environment. Regardless of the specific industry, businesses that value diversity, collaboration, and employee well-being are more likely to see Gen Z stepping into management roles, as these values align closely with the priorities of this generation of leaders.
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- Adapting to the future of work: A holistic approach to upskilling, reskilling and purpose-driven jobs
More technology and purpose-driven leadership
There are some significant strengths that Gen Z Managers bring to the table, such as tech-savvy approach and digital leadership. Growing up in the digital age, Millennials and Post-Millenials are known for their comfort and proficiency with technology. They often incorporate technology into their leadership practices, leveraging digital tools and platforms for communication, project management, and data analysis. Moreover, they are quick to adopt emerging technologies and are often at the forefront of digital transformation initiatives within organizations.
Millennials and Post-Millenials also represent purpose-driven leadership, often motivated by a desire to make a positive impact on the business environment. They seek meaningful work and are motivated by organizations that align with their values. What’s more, creating a flexible and adaptative work environment is natural and intuitive for them. Which on the other hand might be sometimes challenging for Baby Boomers and Generation X.
Hiring young leaders for high-level positions can cause doubt among management boards. In executive search recruitment, there are concerns about these candidates relying too much on technology, being impatient, and having a general lack of experience. However, with the right guidance and opportunities for mentorship, young leaders can successfully manage high-value companies and intricate organizational structures.
An HR and advisory toolkit, complete with strategic workshops, development programs, and personalized coaching and mentoring sessions, is available to aid in this process. It’s crucial to cultivate an inclusive culture rooted in diversity and equality, which necessitates the gradual integration of skilled and knowledgeable leaders, regardless of their brief experience.
Gen Z employees as future of leadership
Gen Z managers have a profound impact on organizational dynamics, bringing forth a host of transformative changes. With their fresh perspective, innovative mindset, and adeptness with technology, Gen Z managers are catalysts for organizational agility and adaptation. They embrace collaboration and inclusivity, fostering diverse and cohesive teams that thrive on cooperation. These young leaders prioritize employee well-being, recognizing the importance of work-life balance and mental health support.
Gen Z managers also champion a culture of continuous learning and growth, encouraging professional development and embracing emerging trends. Furthermore, they leverage their digital fluency to drive digital transformation, implementing new technologies and processes to streamline operations and enhance productivity. Their focus on sustainability and social responsibility shapes organizational values, driving companies to adopt environmentally friendly practices and engage in ethical business initiatives.
About the author
Dorota Hechner is an esteemed consultant, who boasts of extensive experience in the field of executive search, recruitment, and HR consulting. With an unparalleled level of expertise, she endorses a personalized, innovative approach that prioritizes achieving unmatched outcomes for all her clients.