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As the world progresses, so does the workforce. Companies are hiring new employees who come from different generations. Often, their traits and characteristics differ from each other, which means that employers need to adapt their management styles to keep up with the changing times. It requires patience, understanding, and flexibility. Among these generations is Generation Z (Gen Z), who are believed to be the hardest to work with, according to surveys. Among the reasons why they are hard to work with are their lack of discipline and their tendency to challenge authority.
Gen Z refers to those who were born between 1997 and 2012. They are also known as the “digital natives” since they grew up surrounded by technology, having access to gadgets and the internet since early childhood. According to a study by The Workforce Institute at Kronos Incorporated and Future Workplace, Gen Z has been described to lack discipline the most among all generations. This lack of discipline can manifest in several ways, from tardiness in reporting for work to overlooking job duties, such as following proper instructions and protocols.
Discipline is the backbone of any successful employee, and its lack can be detrimental not just to the employee, but to the company as a whole. Employers highly value discipline in the workplace because it is an essential trait for building a sense of responsibility and reliability. Employers depend on their employees to follow directions and complete work on time. They also value employees who are present at work, both physically and mentally.
Employers who manage Gen Z workers need to understand that they have grown up in an environment where they are used to getting things done at their own pace, meaning they value individual autonomy. When they have to conform to the rules of the organization, it can be challenging for them. This lack of discipline can be due to several reasons, including being raised by overly permissive parents, having too much access to technology, or being associated with a culture that may not implore or encourage discipline.
Moreover, another challenge when working with Gen Z is their tendency to challenge authority. This trait is a double-edged sword, wherein it can bring in new thinking and fresh ideas to the workplace, but it can also lead to resistance and conflicts, especially with higher-ranking officials. This tendency exists in Gen Z because they were raised in an era where open communication was accepted and never questioned. They grew up with the ideas that their voice counts and that they can make a change.
Employers need to manage this trait by being open to hearing their ideas and encouraging them to voice their concerns. It can foster a sense of transparency in the workplace, making it more engaging for them. Employers must also be willing to embrace new ideas and approaches to problem-solving, which will keep employees motivated and in sync with the organization’s goals.
Furthermore, Gen Z’s tendency to challenge authority is also due to their desire to learn and engage in tasks that are meaningful to them. Employers need to ensure that the work they delegate to them is worthwhile and directly affects the company’s success. This generation longs for work that is meaningful and makes an impact. Employers need to show how their work can have an impact on society, which will fuel their motivation levels.
In conclusion, working with Gen Z can be challenging, but it should not be impossible. Employers need to tweak their management styles that cater to Gen Z’s unique traits and characteristics. It requires a lot of understanding, patience, and flexibility to handle this workforce. Discipline and challenging authority may seem like an obstacle, but with the right approach, employers can turn these obstacles into opportunities. Employers need to remember that Gen Z is the future of the workforce and that they bring in new ideas and fresh perspectives. By harnessing their potential, employers can create a more creative, dynamic, and valuable organization.
