Every generation has its own lingo, and so have the new-age Gen Zs. Nearly 40% of the people we work with in our premises are Gen Zs, people who got birth at or about the late 1990s. Yes, they are the turbo boosters who have entered our energy spaceships and grew up when the evolution of technology was at its prime.

From ReactJS to Web Designing to HR, this part of the Fam is spread over different departments and lighting fire in everything we do. What we had to do was to not miss out (FOMO) working with them with the same kind of energy and here is how we think anyone can do it.

Having them in our workplace feels like a vibrant playlist of ages, adding numbers to perspectives coming from all walks of life and giving us new definitions to grow forward.

It’s also true that having a team of white sneaker advocates and black formal shoes millennials is not a walk in the park as the difference in opinion(s) is natural. Entirely missing out on what the new age Gen Zs say is sad, and we can tell what we had to do to catch on.

• Mixing It Up in Communication Styles

Remember the good olden days of Orkut when most of us had John Cena and Hannah Montana as our profile pictures? Ah. Well, in the case of our Gen Zs, they have been introduced to communication mediums such as WhatsApp, Snapchat, and Instagram at a very tender age.

Regarding the organization’s multigenerational workforce, we’ve noticed a little bump in communication as everyone has a different POV in finding their perfect way of conveying their message. The millennials swear by emails, while the Gen Z Clan doesn’t believe in typing “Hello, Hope this mail finds you well”. They are more into instant messaging apps where meme is the official language.

Does it look like a story of your organization where communication gap is an issue? If yes, then the way to fix it is by going flexible. By going flexible, we mean adopting multiple ways of communication in your workplace.

Seek feedback from your peers to understand what works, what doesn’t, and what they would like to experience more of. Ultimately, the selection of the appropriate channel or combination of channels should align with the objective of actively involving and finding the match.

• Quality Over Quantity – Focus on Productivity, Not Hours

Millennials have grown up listening to working long hours and see that as a badge of honour in the workplace. But, in the case of Gen Z, they believe in showcasing results rather than displaying hours on an Excel sheet.

So, in this scenario, what to do? Make them part of every discussion and show what they are expected to bring to the table. Give them reasonable deadlines which will let them perform well in their tasks. If they need to hit the mark, deliver mentorship or training that brings out the best in them.

• Bridging the Tech Gap

Being a tech hub, we completely understand that it can sometimes be critical for many to equip themselves with modern technologies that are reaching new heights every day. While the older crew is updating their tech game, Gen Z is already on version 2.0.

To tackle this, it would be great to get everyone on the same page. As your people, especially the millennials, already know the business, bringing advanced skills to the table to bridge the gap and make them future-ready to tackle any sort of issue with perfection.

• Mentorship and Training

As digital natives, our Gen Zs are incredibly comfortable with technology and highly connected to the updated platforms. To groove them and make them ready for the workforce of tomorrow, mentorship and training can add professional growth that is pragmatic and goes beyond the classroom. As they become involved in digitization immediately, online training, virtual mentorship programs, and collaboration tools can provide frequent and flexible learning opportunities.

Organizations can also delve into reverse mentoring—where Gen-Z employees can mentor their millennial colleagues on new-age technologies, social media trends, emerging consumer preferences, and more.

• Feedback, Feedback, Feedback

Are you part of an organization where you don’t need to think twice before knocking on the door of your senior and discussing everything openly? If yes, Congratulations! It’s a blessing. Create an environment where anyone can spill the beans on their career dreams, work tales, and challenges.

Having regular feedback sessions, whether through questionnaires or face-to-face, helps understand their needs. Consider that as a software update reminder that pops up every 3 months on your system to run perfectly.

• In a Nutshell

Having a mixed bag of individuals from different backgrounds and age groups is a blessing. It’s like having a potluck. By tackling communication hiccups, embracing diverse expectations, bridging tech gaps, throwing mentorship, and conducting regular feedback, you’re not just enhancing your organization’s performance. You’re crafting a workplace that’s a celebration of diversity, where every age brings its own special spice to success.