SCHOOL OF BUSINESS AND ECONOMICS

DEPARTMENT: BUSINESS

COURSE: MASTER OF BUSINESS ADMINISTRATION

COURSE CODE: MBM 6110

UNIT: ADVANCED HUMAN RESOURCE MANAGEMENT

TOPIC: MANAGING GENERATION Z AND GENERATION X

SUBMITTED TO: DR APPOLONIUS KEMBU

NAME : JANE WAITHIRA MACHARIA MBA/2024/34763

MANAGING GENERATION Z AND X IN THE WORKPLACE
INTRODUCTION

Gen Z, colloquially known as Zoomers, refers to those born between the mid-1990s to
the early 2010s. Members of Gen Z are more racially and ethnically diverse than
any of their previous generations. They are also progressive and have their own
opinions on various world issues.

Managing a Generation Z workforce means committing to a new leadership

style.

When asked what they value most in a leader, one study found Gen Z prioritise
empathy and honesty. This generation wants their boss to be transparent, supportive,
and respectful of what they have to say.

At the same time, Gen Z want their workplace to be an environment infused with
innovation and opportunity. They want to explore flexible working practices and work
with the latest technology available in their field.

1. Prioritise Collaboration and Communication

Generation Z values social interaction. Raised in the age of social media, they like being
constantly connected to the people they work with. So business leaders in the industry
will need to create a culture of team spirit and collaboration.

For Gen Z, collaboration and communication don't always have to take place face-to-
face. These employees are just as happy connecting with their colleagues over video
conferences and phone calls, and they like having access to instant messaging
applications.

To create a sense of transparency within the workplace, business leaders must ensure
they're open and consistent with their communication strategies. Keeping employees
regularly updated on the latest business developments will make them feel more
secure.
2. Allow for Independence and Autonomy

Gen Z are ambitious individuals who like having their own independence. Although they
appreciate feedback and guidance from leaders, they also want to explore their own
strategies and work how they feel most comfortable. This means leaders will need to
give their employees ownership over their projects.

Allowing team members to choose their schedules or suggest their methods of tackling
projects will make them feel more respected and engaged in their work. Gen Z should
have access to plenty of tools for independent research and opportunities to share their
thoughts and insights with leadership and other team members regularly.

3. Implement Strategies for Work-Life Balance

Burnout and stress have been significant problems for the millennial group, with 28%
suffering from this issue regularly in the workplace. Generation Z has learned from the
struggles of their parents and now prioritizes work-life balance more than most.

81% of Gen Z employees say flexibility in choosing how and when they work is
important. Many team members in the current landscape expect access to fully remote
or hybrid working strategies. They are also interested in the concept of the 4-day work
week.

To appeal to Gen Z employees and keep them happy, managers will have to offer
various working styles outside the standard 9-to-5 experience. It will also be important
for leadership to encourage good work-life balance among team members by
convincing them to take regular breaks and manage their schedules effectively.

4. Embrace New Technology

Gen Z and technology go hand-in-hand, as the first generation to enter the workforce
with no memory of a time before social media and Wi-Fi. This means companies hoping
to attract and engage a new era of Gen Z employees will need to be digitally savvy.

Managers can improve their Gen Z staff's productivity and performance by

implementing tools that help these team members manage their work. Productivity and
project management apps, collaboration tools, and video conferencing services will all
be crucial.

To keep Gen Z employees happy, business leaders must ensure they're regularly
updating and improving their technology stack. This means implementing new software
and services as they emerge. Collecting feedback from employees on the tools they
prefer to use will help to guide successful investments.

5. Empathise with Mental Health Needs

Empathy is everything to Gen Z employees. Around 82% feel it's important for their
managers to offer "mental health days" when they're feeling burned out or stressed.
Gen Z staff members want to know that their business leaders are committed to
keeping them happy and healthy.

Business leaders in the sector will have to look for ways to showcase their empathy. For
instance, it might be useful to implement a wellness strategy in the workplace that
focuses on giving team members ways to manage stress and avoid burnout.

Offering certain perks like access to counselling, more vacation days when employees
feel overwhelmed at work, and competitive salaries to address financial concerns will be
a good way to attract and retain Gen Z employees.

Ways to integrate Gen Z into your workforce

Companies need to go beyond offering monetary benefits when integrating Gen Z into
the workforce. As discussed earlier, Gen Z demands challenging opportunities and cares
about global and societal issues like diversity, sustainability, etc.
Keeping these in mind, organizations must get out of their comfort zone and create a
work environment that meets the professional needs of Gen Z and ensure a seamless
experience. Here are some ways in which Gen Z can be integrated:
1. Invest in a tech-enabled workspace
As mentioned earlier, Generation Z is skilled in the high-tech programs used at work. In
addition, they are the true digital natives exposed to the constantly evolving internet,
social media, and mobile networks in their formative years. Therefore, organizations
must update the technologies used at work to align with Gen zs’ personal skills and
knowledge.
Moreover, research suggests:
80% of Gen Z believes that automation and technology will create a more
equitable work environment.
Technologies like Artificial Intelligence and the internet will help overcome
the challenges of connectivity and productivity in workspaces.
The use of these technologies will ensure better employee engagement and
efficiency. Companies that can accommodate these emerging technologies within the
workplace will successfully retain Gen Z employees.
2.Provide an open platform to share diverse opinions
Generation Z seeks an open-minded work environment where cross-generational
employees can work cohesively and discuss their different perspectives. Thus,
understanding and acknowledging their views will make them feel included, valued, and
respected. Therefore, employers should ensure they foster an open work environment.
To achieve the same, they can conduct brainstorming sessions, group discussions on
work and nonwork-related topics, etc. This will give Gen Z a fair chance to voice their
opinions and allow the older generations to understand their stance, appreciate their
perspectives, and collaborate better. These practices will also help employers to bridge
the intergenerational barrier effectively.
3.Promote direct communication and instant feedbacks
Although Gen Z thrives on technological intervention, they also feel in-person
communication is an essential aspect of work culture. Thus, instead of using
collaboration and messaging apps to convey sensitive or essential information, Gen Z
would prefer synchronous communication with their coworkers. It could be via in-
person meetings, telephone calls, video conferencing, coffee break/ water cooler
conversations, etc. Thus, organizations should promote and facilitate direct
communication at the workplace.
Moreover, as stated earlier, Gen Z is highly ambitious, fast-learners, and seeks to climb
the corporate ladder faster. That’s why managers should exchange honest feedback
with them regularly. Besides, in the earlier days, performance reviews and feedback
sessions were either conducted annually or when things went wrong.These practices
will not only help Gen Z grow professionally but also enhance their engagement in the
workplace.
4. Influence and inspire; don’t direct and dictate
Generation Z has moved far from the traditional leadership approach of director and
dictatorship. Instead, they look up to the leaders who identify their potential and push
them to reach greater heights. In simple words, Gen Z expects leaders to inspire and
influence them rather than constantly dictating ways to execute a task which hinders
their creativity and skill development, eventually disengaging them. Instead, this
generation wants to experiment, implement their ideas, make an impact, see changes
happen immediately, and grow.
Thus, managers should follow an autonomous approach and avoid
micromanaging the Gen Zs. Instead, offer them opportunities where they can take
ownership of their work. By providing proper guidance and practicing autonomy, Gen Z
will be motivated to take new roles and responsibilities, leading to better professional
growth.
5.Provide individual development plans for professional growth
Since Gen Z is highly ambitious, they intensely desire self-improvement. Since individual
development plans are specific to an employee based on their skill set, it helps achieve
their professional growth. It is mainly a partnership between an employee and
supervisor which involves continuous feedback and preparation.
These Individual development plans will help supervisors better understand Gen Zs
professional aims, strengths, and development needs. Moreover, managers can align
them with the business goals and mission, a win-win for both the firm and the new
workforce. When Gen Z’s career trajectory is looked after, they will feel more valued and
exhibit better engagement and drive at the workplace.
6.Foster work flexibility for a healthy work-life balance
When it comes to work-life balance, younger generations are likely to have higher
expectations. They know that it is reasonable to work alternative hours or remotely and
still be successful. Therefore, leaders should offer flexibility at work to attract this new
talent.
42% of Gen Z workers make work-life balance, working from home, and
flexible vacation time a top priority when looking for a job.
Thus, letting them choose their working hours instead of a 9 to 5 shift increases their
productivity and engagement. It also enables them to balance professional and
personal time, thus giving them space to rejuvenate themselves. Therefore,
companies should offer Gen Z benefits such as paid time off, medical insurance, and
mental-health days.
7. Practice reverse mentoring for a collaborative workspace
Reverse mentoring is an excellent tool to reflect an open work environment. It is the
opposite of traditional mentoring. Here, the younger and experienced employees are
paired together and mentor each other. Younger employees can give insights on the
latest technology and global trends to experienced ones. The seasoned employees can
provide insight into their industry, domain knowledge, and leadership skills and guide
Gen Z workers in their career plans.
In addition, it will make the organization more inclusive, diverse, and collaborative for
different generations.
Following the ways mentioned above, you can seamlessly integrate Gen Z into the
workspace and provide a holistic experience.

Conclusion
Generation Z has an incredible amount of drive, talent, and ambition to bring to the
table.
Like their predecessors, Gen Z has distinct values, skills, and perspectives. They have
the potential to use innovation and technology to help your company stay relevant and
up-to-date in the changing times.
Moreover, they are willing to go the extra mile to grow and progress quickly to make an
everlasting impact on the company.
The strategies mentioned above will help you effectively integrate the Gen Z
workforce into your organization. So, recognizing their motivations and strengths will
help nurture their talent to benefit both employees and employers.
MANAGING GENERATION X IN A WORKPLACE
INTRODUCTION

The Generation X (Gen X) definition includes anyone born between 1965-1980.

Sandwiched between the Baby Boomers (born 1946-1965) and Generation Y (or
Millennials) Born between 1965 and 1980, Generation X grew up alongside technology.
They were the first adopters of exciting new innovations like personal computers, the
World Wide Web, and cell phones. These seasoned workers are loyal, effective leaders
who excel in collaboration and hold a wealth of experience and knowledge.

Gen X should be next in line for the positions currently held by retiring Baby Boomers.
But for many, that’s not the case. They have been sandwiched between Baby Boomers
who are staying in the workforce longer and the up-and-coming Millennials, and they
are increasingly underrepresented in leadership and promotions.

According to Harvard Business Review, Generation X workers have been promoted at

rates 20-30% slower than Millennials. Over the past five years, both Millennials and
Baby Boomers were more likely to have received two or more promotions than Gen
Xers, who received just one promotion or none during that time period.

It’s no wonder people in this generation feel less happy at work, less secure, and less
engaged

There are number of things that Gen X is looking for from employers:

 Openness. They want an open, diverse culture that is friendly and approachable
 Respect. They want to be treated with respect and feel they are valued for their
skills and hard work
 The right benefits. As well as work/life balance and flexible working, Gen X
responds well to financial benefits, such as around healthcare
 Direct feedback. Gen X wants to know how they are doing through regular, in-
depth feedback, backed up by rewards and recognition for doing a good job
 Communication. They want transparency and open communication across the
organization

 To be independent, and self-sufficient in the workplace

 Not to be micro-managed or hemmed in by rules
 Supported with the latest technology when at work
What Employee Engagement Looks Like for Generation X

Along with their affinity for technology and openness to new ideas, Generation X
workers bring to the table a depth of experience and conventional leadership skills like
developing new talent and executing business strategies. They also excel at
collaboration across teams and generations as they work together to solve problems
and pursue innovative ideas.

All of these attributes make them ideal choices for leadership roles. The problem is that
a lot of Gen Xers aren’t happy in their jobs. Many of them are contemplating a job
change in pursuit of better opportunities, either with a new employer or as part of the
gig economy.

What can you do to change their minds? Here are five engagement and retention
strategies for this generation:

1. Make objective hiring and promotion decisions.

Unconscious bias often creeps into the hiring causing qualified Gen X candidates
to be overlooked. For example, a millennial might be chosen for a technology
promotion even though your Gen X employee has the same knowledge and
credentials, simply because we tend to think of millennials as more tech savvy.
To prevent this, use data and assessments to understand your decision-making
process and provide equal opportunities for promotion and hiring to all qualified
candidates. Also, consider the leadership value, institutional knowledge, and
problem-solving skills your Gen X workers bring to the table.

2. Offer attractive benefits.

Generation X workers value benefits that help them feel financially stable and
able to meet the needs of their families. According to a MetLife study, better
benefits are among the top factors that would persuade Gen Xers to stay in their
current jobs. In addition, they are looking for more flexible schedules, remote
work options, and more responsibility.

3. Recognize and reward strategically.

This generation values feedback from managers and consistent recognition for
accomplishment. Consider stages of life and work as you plan your recognition
strategy. For example, Generation X workers value flexibility and development
opportunities in addition to cash bonuses or stock options.
 4. Leverage technology to supplement traditional learning.
Because Gen Xers feel comfortable with technology, they appreciate a variety of
learning development opportunities.
5. Technology-based learning such as self-directed courses and micro learning
modules will be appreciated alongside traditional seminars or on-site training
workshops. Personalize the learning experience based on their skills and career
goals, and provide opportunities for external learning such as attending a
conference or receiving a membership in an industry group or professional
organization.

5. Prioritize communication.
Open communication is another important factor for Generation X. They value
both positive and negative feedback, as well as straightforward communication
about company policies, changes, and project direction. Open door policies and
consistent reviews are important ways to connect with these workers as you
align their work with their passions and strengths.

Conclusion

Generation X wants to feel respected, empowered, and purposeful at work. They also
tend to be more loyal than younger generations, but if employers continue to overlook
them for advancement opportunities, it won’t be long before they seek out those
opportunities elsewhere. The good news, though, is that by reconsidering your
employee retention strategies for this generation, you can boost engagement and
reward their loyalty with the things that matter most to them.
1. "Gen Z @ Work: How the Next Generation Is Transforming the Workplace" by David
Stillman and Jonah Stillman

2. "Generation Z Goes to College" by Corey Seemiller and Meghan Grace

3. "Zconomy: How Gen Z Will Change the Future of Business—and What to Do About It"
by Jason Dorsey and Denise Villas.

4. "Generation Z: A Century in the Making" by Corey Seemiller is generation.

5. "iGen: Why Today's Super-Connected Kids Are Growing Up Less Rebellious, More
Tolerant, Less Happy—and Completely Unprepared for Adulthood" by Jean M.
Twenge -