Bet on Generation Z!

Bet on Generation Z!

Despite personal reluctance leaders must understand the potential and how to unfold it successfully.

Criticism of Generation Z is widespread, but in my view it makes no sense. Instead, we should understand this generation better and learn from them! The days when "everything was better in the past" are long gone. Economic and social circumstances are changing so quickly now and in the future that we need to learn from those who have grown up in these rapidly changing conditions and know how to deal with them and are less afraid of change.

The generations before Generation Z laid the digital foundations that made these changes possible. But it is Generation Z that intuitively embraces and skilfully uses these technologies and change. Therefore, we can pave the way for those who have grown up with these skills and have them in their DNA.

And one thing is certain: the traditional rules of behaviour, etiquette and questionable hierarchical structures are no longer accepted by the younger generations. And rightly so! We have reached a point where we are lagging behind the leading economic nations. We need a joint effort to understand how we enable change and adaption . Cooperation between all generations is necessary in order to catch up again in new structures.

Criticising and condemning this generation will only lead us to loosing our relevance. Generation Z is as real as the Internet was and is. Those who initially demonised the Internet are now mostly no longer on the market - congratulations!

We should also get back to using clear language, because empty complaints and pointless finger-pointing have led us to a culture of blame rather than a culture of growth asnd innovation. It was once an excepted practise to say: "I'm not interested in all this digitalisation stuff. It all used to work without it!” But those days are over. Today, more than ever, we need to actively shape things rather than simply criticise them. History will judge leaders in society, politics and business by their performance in adapting to faster changes and actively solving structural, cultural and economic challenges.

Generation Z, born in the mid-1990s, is the first group of digital natives. They were born into a digital age in which the internet and digital tools and media have become indispensable. Generation Z moves around the internet like no other generation before and fully integrates the smartphone into their private and professional lifes.

Most of their communication takes place online, which changes the way they socialise and obtain information. The real and digital worlds are increasingly merging.

When it comes to relationships and bonds, Generation Z favours non-commitment. Their own family and close friends have top priority, while other relationships are often only maintained digitally and are short-lived.

The most important values of this generation are health, freedom, individuality, friendship, family, justice, diversity and multiculturalism.

Generation Z views the future realistically, in contrast to the optimism of Generation Y. They are quickly unsettled and seek reassurance from their peers, while at the same time having the urge to realise themselves.

For companies, this means that they must adapt to the new expectations and demands of Generation Z if they want to attract and retain talented professionals. The same applies to future generations who will develop at a even faster pace.

The days of one-size-fits-all approaches are over. Every organisation must adapt to Generation Z individually in order to create a stable and lucrative working environment in which all generations feel comfortable.

Ultimately, we must learn to work together across generations to create a harmonious working environment and overcome the skills shortage. Only through mutual understanding and co-operation can we create a better future together. Leadership today means understanding the unfamiliar, recognising potential and accompanying the organisations entrusted to us into new markets and structures in a creative and motivating way.

In this way, managers can significantly increase their effectiveness and thus the success of the organisation when searching for, integrating and working with new talent. They should utilise all internal and external resources for this purpose.

How do you deal with our new generations in Germany and across the World?