Written by: Marty Wightman, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
The workforce is constantly evolving and adapting to the new generations entering it. One of the newest generations to enter the workforce is Generation Z, which includes individuals born between 1997 and 2012. As the youngest members of the workforce, Gen Z brings new perspectives and ideas to the table. However, motivating Gen Z in the workplace can be a challenge. Here are 10 tips to help motivate Gen Z in the workplace.
1. Provide clear goals and expectations
Gen Z employees want to know what is expected of them and how they can achieve their goals. Providing clear goals and expectations can help motivate them to work towards achieving those goals. It’s important to communicate regularly with Gen Z employees and provide them with feedback on their progress.
2. Offer opportunities for growth
Gen Z employees value opportunities for growth and development. They want to learn new skills and take on new challenges. Offering training programs, mentoring, and performance coaching can help motivate them to stay with the company long-term and develop their careers.
3. Provide flexible work arrangements
Gen Z employees value work-life balance and flexibility. Offering flexible work arrangements such as remote work, flexible schedules, and unlimited vacation time can help motivate them to stay with the company and be more productive.
4. Encourage collaboration
Gen Z employees are social creatures and value collaboration and teamwork. Encouraging them to work together and fostering a positive team environment can help motivate them to work harder and achieve better results.
5. Embrace technology
Gen Z employees are digital natives and are comfortable using technology. Embracing technology in the workplace and offering tools and resources to make their jobs easier can help motivate them to work more efficiently and effectively.
6. Recognize and reward good work
Gen Z employees want to feel valued and recognized for their contributions. Offering recognition and rewards for good work can help motivate them to continue working hard and achieving their goals.
7. Encourage creativity and innovation
Gen Z employees are creative and innovative thinkers. Encouraging them to think outside the box and come up with new ideas can help motivate them to be more engaged and passionate about their work.
8. Foster a diverse & inclusive workplace
Gen Z employees value diversity and inclusivity. Fostering a diverse and inclusive workplace can help motivate them to stay with the company and feel like they belong.
9. Offer compensation and benefits
Gen Z employees value compensation and benefits. Offering competitive pay, health insurance, and other benefits can help motivate them to stay with the company and be more productive.
10. Listen to their feedback
Gen Z employees want to be heard and valued. Listening to their feedback and taking their opinions into consideration can help motivate them to stay with the company and be more engaged in their work.
In conclusion, motivating Gen Z in the workplace requires understanding their unique values and preferences. Providing clear goals and expectations, offering opportunities for growth and development, providing flexible work arrangements, encouraging collaboration and teamwork, embracing technology, recognizing and rewarding good work, encouraging creativity and innovation, fostering a diverse and inclusive workplace, offering competitive compensation and benefits, and listening to their feedback can all help motivate Gen Z employees to be more engaged and productive in the workplace. By following these tips, companies can create a work environment that appeals to Gen Z employees and helps them achieve their full potential.
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Marty Wightman, Executive Contributor Brainz Magazine
Marty qualified as a coach in 2007 when he set up his practice in London, UK. He holds a Masters's degree in Psychology, and he graduated from the University of East London. In addition to his academic qualifications, he is a member of the Association for Coaching, a Senior Member of the ACCPH, and trained by Stanford University Professors Bill Burnett and Dave Evans in Life Design. Marty takes a cognitive-behavioral, rational emotive behavior, and solution-focused approach to psychological coaching and its application to life/personal, health, performance, business, and executive coaching.
