When millennials entered the workforce, they shook the foundations of most organizations. The generation was so different from those before that it took longer for leaders and recruiters to get through with these new employees.
Now Generation Z is finishing college and starting their careers. Unsurprisingly, this worries many older employees.
In fact, a 2018 Jobvite job seeker nation survey found that 27 percent of respondents feel threatened by Generation Z. If you’re not careful, this tension will turn your corporate culture toxic.
To help Generation Z smoothly transition into the workforce, HR professionals need to address this situation now. You need to find ways to get all employees to work together in a multi-generational workplace.
Here are three tips on how to get older employees not only to accept, but also to accept Generation Z in the workplace:
1. Create a mentoring program
People are afraid of what they do not understand. Older employees know little about their new Generation Z co-workers and aren’t sure how they will impact the workplace. However, if experienced employees learn more about this new part of the workforce, they will see that there is no danger.
One of the best ways to create this relationship is through a mentoring program. This allows older employees to lead Gen Zers and learn everything they bring to the table. Moreover, if they invest in the success of these young professionals, the mentors see that they are not in competition. When their Gen Z ward achieves the goal, it is reflected positively on both sides.
Try to bring together employees who have similar backgrounds or goals. In this way, the mentor and the ward can start their relationship on common ground. It also means that the mentor will be better equipped to provide relevant advice. They can show their ward how to avoid mistakes and obstacles that they have already faced.
2. Incorporate Gen Z into your workout
One of the reasons older employees feel threatened by Gen Z is because of their latest technical skills. These young professionals are true digital natives and have enviable technical knowledge. As an HR professional, your job is to make Gen Z skills an advantage for their co-workers as well.
Incorporate Gen Zers into your company with a training program. Ask them for information on where the holes and opportunities are, how to better educate others about the technique. It can also be useful if they take on a teaching role so that older employees can see that Gen Zers wants to help them improve.
For example, many experienced employees are behind the eighth ball when it comes to new social media platforms. Have a team of Gen Z employees prepare a presentation about popular sites and how to use them. Then everyone can discuss better ways to use these tools to help the company succeed.
3. Go back to your career
Often, when a person feels threatened, it is because he no longer feels safe in his role in society. They are afraid that there is no future for them anymore. So when the younger generation gets to work, they think it’s only a matter of time before they’re replaced.
Show older employees that this is not the case. Sit down with them and talk about their careers and goals. Re-examining the topic will help them find out that the organization values them and wants them to stick to it.
Also, never assume that an employee’s career progression is the same as years ago. As an individual grows, his desires change. For example, an employee who was once interested in management might want to move to another department. Creating a concrete plan to help them achieve their goals will reassure them that they will be replaced by Generation Z.
