According to a study by Workforce360 for RandstatUSA, as more Millennials settle into management roles, and members of Gen Z graduate and join the workforce, it’s more important than ever to understand the preferences of these two generations, and steps to take to help these valuable members of industry thrive in their roles.
The Study surveyed the oldest members of Generation Z, 22-year-olds in full-time employment, and 23-to 34-year-old Millennials, (Generation Y) in order to compare expectations with the reality of workplace experiences. The report illuminates the perspectives on the skills they wish they had when starting work, and what assistance they’d like to see from employers.
In addition to their priorities and expectations, these generations face a particular set of workplace challenges. In response to the question “What aspects of your current job did your education not prepare you for?” the report ranks the top five answers from each generation:
Because they didn’t acquire these skills in school, members of these generations are more likely to feel insecure about their abilities in areas like conflict resolution and negotiating, which means they’re likely to need a little extra help in order to succeed. You could bring in a guest speaker to host a workshop on conflict resolution or host mock negotiation sessions to build your employees’ confidence, suggests the report.
Both generations also cited a lack of preparedness in working long hours, which is likely directly related to poor time management skills, says the report. Demonstrating, with your staff, how to work smarter, not longer, will alleviate some of this anxiety. As these generations are programmed to multitask, says the report, they also need to learn the benefit of focusing and finishing one thing before starting on another.
To improve skills in areas like time management and conflict resolution, and to remain competitive with these generations who are eager to learn, companies should be offering a number of development programs, notes the report. What works best for one generation, however, may not be the best route for another. In response to the question “What types of learning and development programs would be most beneficial to your success… “ the directions are clear:
Concluding, the report suggests that providing proper support and guidance, and the tools your staff find most beneficial to their success, will create strong, empowered employees.
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