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Nearly half of employees report feeling burned out at work
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Gen Z is more likely than Millennials to plan on leaving their current job in the next two-years.
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Gen Z workers believe that their Millennial counterparts normalise long working hours, but 22% of Millennials consider Gen Z to be entitled
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Gen Z prioritizes career advancement (21%) whereas Millennials are more concerned with salary (28%)
Oak Engage’s leading employee engagement and internal communication platform conducted a survey of 1,000 employees and found that half of them felt overwhelmed with information and burnt out.
A survey has revealed that 47% of employees think a generational gap in the workplace is a cause of miscommunication. Of those, 41% believe it’s due to different work ethics.
The survey revealed that 59% employees were not willing to do more for their employer, and 37% Gen Z and Millennials had quietly quit their jobs.
The survey reveals significant differences between the groups in terms of work habits, expectations and attitudes. Gen Z and Millennials are expected to account for almost 60% of global workers by 2030. Organisations need to use tools to bridge this generational divide, improve communication, and create a harmonious and productive work environment. Oak Engage, a company that specializes in employee engagement, and Leanne Elliot, a Business Psychologist and host of the podcast ‘Truth, Lies and Work,’ share their practical advice for businesses to bridge the generational gap.
Personalised management approaches
Managers must adopt leadership styles that are flexible and adaptable to both generations.
Leanne stated:spanstyle=”font weight: 400 ;”>” Managers must adapt their leadership styles to cater to both Millennials, and Gen Z. They need to recognise that there is no one size fits all approach. While Millennials may value structure and clear goals in their careers, Gen Z is more likely to prioritize flexibility and work-life harmony. Good leadership behaviors like empathy, clear communication, and support work across generations. Just make small adjustments to suit each person. Managers can build a team that is more inclusive, motivated and feels valued by personalising their approach and understanding these subtleties.
Encourage work-life balance, boundaries and boundaries
We are constantly bombarded with notifications and information. Businesses need to do more to create a healthy work environment.
Leanne says: “With constant information overload, boundaries have never been more crucial.” Businesses should set clear guidelines for working hours and personal times, particularly since Millennials often feel under pressure to be “always on.”
Will Murray from Oak Engage, the CEO of Oak Engage says: “We have created a guide to support a healthy workplace and ensure employee wellbeing is top priority.
Cross-generational mentorship
Gen Z and Millennials will soon make up a majority of the workplace, so learning from each other’s key skills will be vital in bridging generational divide.
Leanne continues: “Cross generational mentoring doesn’t only benefit Millennials and Gen Z. Gen X and boomers can also benefit.” Gen Xers, Boomers and younger employees can bring new ideas and digital skills while Gen Xers have career wisdom and leadership experiences. Sharing strengths, learning together, and removing age-related stereotyping are key. .”
These programs are very effective. The companies report improvements in employee retention, job satisfaction and succession planning. Businesses report an increase of 25% in cross-generational teams and 30% in mentoring pairs within a single year. Everyone involved creates a workplace that is more flexible, united, and engaged, ready to tackle future challenges. .”
Recognize different career motivations
According to the survey, Gen Z and Millennials are different in their priorities for what they want from a potential employer. Millennials place more importance on salary than career advancement for Gen Z.
Leanne stated: “Gen Z and Millennials might have different career drivers but businesses must also keep in mind that each individual within these groups has unique motivations. While Gen Z may be focused on rapid career advancement and new learning experiences, Millennials could be more concerned with salary growth and financial security. It is important to recognize these generational tendencies without overlooking individual differences. It is important to tailor career development plans to individual goals and aspirations, not just generational characteristics.
It’s obvious that managers need to be equipped with the correct skills. Managers must be taught to recognize and respond to individual differences using coaching skills like empathy, active listening, and goal-setting in order to support personalised growth paths. Managers who are taught to adapt their approach according to what motivates each employee can create an atmosphere where employees feel their career goals are understood and supported, which leads them to a more motivated and inclusive workforce .”
Use technology to improve engagement
Nearly 90% of Gen Z workers blamed their lack of productivity on outdated technology.
Leanne says: “Gen Z as the first digital Natives have high expectations in terms of technology. They are frustrated by outdated systems, because they have grown up with the newest gadgets and seamless experience. Modern tech can streamline processes and make the workday more enjoyable for employees. It’s not just about boosting productivity, but also about demonstrating your commitment to providing the tools that will help your team succeed. You’ll have a hard time retaining Gen-Z talent if you don’t. It’s that simple .”
Will Murray, CEO of Oak Engage, said: “Our research shows organisations must do more in order to understand and address each generation’s unique needs at the workplace. Implementing the above strategies, and leveraging tools such as Oak Engage to communicate and engage with Gen Z and Millennials can help companies create a better collaborative environment between them, reduce burnout, and create a more productive and inclusive work environment.
To get more information from Oak Engage and to see the full results of the survey, Download the report from their sitespan size=”font-weight 400 ;”>.
The original HR News article Half of Gen Z/Millennials and Gen Z employees are reporting burnout appeared.
