While Millennials are fairly easy to understand for most employers now that Generation Y has been in the workforce for a while, Zoomers, or Generation Z, are still largely a mystery. There are some similarities between the two generations, but there are also quite a few differences that can’t be ignored. Without further ado, here’s how they differ in work and how you can motivate them.
Similarities Between Gen Y and Z
Though there are some very obvious differences between Generations Y and Z (aka Millennials and Zoomers), there are still quite a few similarities:
- Millennials and Zoomers want to take care of their own physical and mental health – and they expect their employers to understand that.
- They expect employers to be flexible and help their employees achieve the ideal work-life balance.
- They are looking for opportunities to grow and develop continuously.
- Millennials and Zoomers expect inclusive and diverse spaces at work where everyone feels welcome and valued.
- They expect transparency and honesty from the company they work at, especially regarding its practices and their sustainability and ethics.
Differences Between Gen Y and Z
While Millennials are already quite good with technology, Zoomers are even better. They are true digital natives and grew up with technology. More often than not, they have more digital literacy because they learned how to use technology and behave online from a very early age.
In addition to feeling more comfortable using technology, Zoomers will also be able to learn how to use new technology faster. They will expect employers to try new tech when it becomes available if it can help improve the company’s practices and efficiency.
Generally speaking, Zoomers tend to understand professionalism more freely than other generations. They break boundaries and allow more casual behavior at work. This may seem inappropriate for older employees and employers, but that’s exactly how Zoomers make themselves feel comfortable at work.
They aren’t trying to disrespect anyone or treat their work with less seriousness than others. They are simply used to a less strict setup and find it more comfortable to work this way. They are looking for an open, welcoming, and casual work culture.
Perhaps this is an extension of the previous point, but Zoomers don’t want to hear flattering or encouraging feedback. They don’t want you to pretend – they want you to be straightforward. They need to do the job, so they need to hear what was wrong and what was right in order to get the full picture.
That’s why you should take the time to give them proper feedback for all their work. You can create a feedback form to make it easier for yourself.
Unlike Millennials, Zoomers didn’t grow up thinking college or university is the only way to receive a good education. Zoomers tend to look for alternative and non-traditional methods of education and training.
For instance, Zoomers don’t shy away from online tutorials, free online courses and lectures, guides posted on forums or discussion boards, and so on. They soak in the knowledge and apply it in practice to learn whichever subject they are interested in.
5. Job Choice
You’ve probably heard of Millennials job-hopping all the time. If they don’t like their job, they will start looking for another one. Moreover, they have been forced out of jobs before and couldn’t find new ones quickly either, so they are used to constantly having to adapt to new circumstances in the job market.
On the other hand, Zoomers are just entering the workforce and will be looking for stable jobs that they don’t need to change frequently. They will look for ways to advance the career ladder within the company they are working at.
The way Millennials and Zoomers treat privacy is different largely due to their different relationships with the Internet. Millennials started using the World Wide Web without fully understanding the consequences of sharing too much about themselves online, and they tend to share more of their private lives with their co-workers and bosses.
Zoomers grew up using the Internet from an early age and were taught how their online activity could impact their offline life. That’s why they tend to share less about their personal lives with their colleagues.
Both Millennials and Zoomers truly value social activism and involvement with the company. They want their employers to support important causes and have sustainable and ethical practices. But while Millennials were the first to truly demand these things from employers, Zoomers are the ones who expect them from the get-go.
Zoomers don’t see equality and diversity at work as an option, but rather as a requirement. They want the company to support causes, but they also want to be making change on their own too, so they will become involved no matter what. Even if their efforts will have a small impact, they will still be happy that they made a difference.
Both Millennials and Zoomers are financially motivated, but Zoomers see wealth as a way to get ahead which means they will be looking for ways to increase their earnings rather than decreasing their expenses.
In addition to that, Zoomers are often more independent than Millennials which is why they prefer to solve problems on their own. They are also more competitive than Millennials and would rather have full control of the final product than try to work in a team. Millennials also tend to be more socially engaged with coworkers and build stronger relationships that way.
All in all, Millennials and Zoomers can both be extremely useful employees if you can find the right approach to working with them. Use the tips in this article to help you motivate employees from both Generation Y and Z.
About the Author: Linda Ritter has been working as an editor for All Top Reviews. She is an experienced freelance writer and blogger interested in writing about technology, social media, work, travel, lifestyle, and current affairs. Linda is also keen on playing the guitar and helping homeless animals.