In comparison to millennials, who cite feeling overworked as the biggest reason to leave a role. Feeling seen š and heard š is more motivating than a ājob well doneā - According to a recent Deloitte survey, when it comes to reasons to quit a job, Gen Zers cite not being fairly rewarded as a primary reason for quitting a job.
With so many personalities on a team ranging in age, how can managers navigate varied communication styles, articulate ways to avoid miscommunication and prioritize all team member perspectives to be heard? Below are four tips for managers to keep in mind: Understanding how Gen Zers interact online and what motivates this group is just one piece of the generational pie. If managed effectively, multigenerational teams provide organizations with better decision making, more productive problem solving and improved performance, but only if managers make sure that all voices and perspectives on a team are heard. Data shows age diversity on a team can also produce better business outcomes. The Society of Human Resource Management cites there are more than five generations on the job today - from the Silent Generation to Gen Z. Todayās workplace is more age-diverse than ever before. Young workers value subtle signals of trust, independent workflows and emotional intelligence from managers on Slack. When communicating with Gen Zers on Slack, less is more.
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