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Date
18 January 2024
Author
Lila Haesebrouck
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In this latest edition of the Masterclasses of Managerial Excellence, we welcomed Élodie Gentina, a recognised expert on generation Z, to discuss the impact of this new generation on the world of work. As a teacher-researcher and author of several books on generation Z, Élodie shared her valuable research on the specific behaviours of this generation, which are redefining the codes of management and collaboration in the workplace.
A Collaborative Generation, Not Individualistic
Contrary to popular belief, Generation Z is not defined by excessive individualism. According to Élodie, this label is more suitable for Millennials, influenced by a capitalist model and more focused on individual competition. Generation Z, on the other hand, is deeply connected to the collective. This generation born with the digital revolution (1995-2010) values collaboration and exchange, with concepts such as collaborative consumption and platforms like Airbnb and Vinted, which are emblematic of their search for social connection and meaning.
Recruiting and Retaining Generation Z
Recruiting a Gen Z employee requires adapting to new expectations. Today’s young people no longer see the company as a source of long-term security and stability, as previous generations did. For them, the company must convince and attract through a simple and digitalized recruitment process. Élodie tells us that 65% of young people abandon an application if it takes more than 10 minutes, indicating their desire for efficiency and speed.
Companies must therefore offer a structured onboarding process, combining human aspects and digitalization. The idea is to establish a strong connection from the start, similar to a friendship or love relationship, as this connection is essential for long-term loyalty.
Management by Organized Void: Providing Autonomy Within a Framework
To manage Generation Z, it’s necessary to balance autonomy and guidance. Élodie introduces the concept of “organized void”, a management model that consists of leaving spaces of freedom, while offering a clear framework and regular rituals. This generation needs coaching rather than strict direction. The coach-manager must be both a mentor and a facilitator, providing feedback and guiding young people towards accomplishing their missions, while offering them space to evolve autonomously.
The Need for Existential Recognition
Another crucial aspect for this generation is their need for recognition, not only for their results but also on an existential level. They expect their managers to recognize their value as individuals. This recognition comes through regular interactions, rituals, and the creation of a work environment that promotes personal growth.
Flexibility and Innovations: Work Expectations
Flexibility is also essential for Generation Z. The rigid 8am-6pm model is no longer attractive to them. They prefer flexible hours, remote work conditions, and structures that allow for a better work-life balance. As Élodie points out, some companies are already adopting innovative models, such as the four-day workweek, which have shown improved productivity and employee well-being.
Involvement in Societal and Environmental Causes
Finally, Generation Z seeks to engage with companies that share their values. They want to see concrete actions in terms of CSR and be actively involved in these initiatives. They are no longer satisfied with mere discourse on social responsibility: they want to be actors of this change, using their creativity to move things forward, whether through social projects or environmental initiatives.
In a nutshell…
Generation Z is arriving with clear expectations and strong values that are redefining business practices. To attract, retain, and leverage this generation, companies must adopt flexible management styles, offering autonomy, recognition, and opportunities to engage in meaningful projects. This generation is not simply looking for a job: they are seeking an environment where they can thrive and have a positive impact on society.
Don’t miss the next Masterclass!
Tags
Date
18 January 2024
Author
Lila Haesebrouck