𝐖𝐡𝐚𝐭 𝐄𝐧𝐠𝐚𝐠𝐞𝐬 𝐆𝐞𝐧 𝐙?
Gen Z expects clear paths for learning and growth in their roles. While every generation has valued development, the difference with Gen Z is their need for a well-defined plan. They want to know how their efforts will translate into hashtag#skills and hashtag#career progression. Rather than focusing solely on career opportunities offered by a company, Gen Z is more interested in how they can develop their capabilities and capacity, trusting that career growth will follow naturally.
𝐇𝐨𝐰 𝐂𝐚𝐧 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐇𝐞𝐥𝐩 𝐓𝐡𝐞𝐢𝐫 𝐓𝐞𝐚𝐦𝐬 𝐋𝐞𝐚𝐫𝐧 𝐚𝐧𝐝 𝐆𝐫𝐨𝐰?
Helping team members outgrow their roles is a challenge that every manager must take on, especially with a generation that prioritizes development. Here are a few strategies that can help:
1. Understand Aspirations: Start by having regular conversations with your team members to understand their individual career aspirations. This sets the foundation for development.
2. Assess Capabilities: Evaluate whether team members have the skills to reach their aspirations. If there are gaps, work together to determine if those gaps can be bridged.
3. Reset Aspirations if Needed: If the gap between their current capabilities and aspirations is too wide, help them reassess their goals. Without realistic expectations, these gaps can lead to frustration.
4. Build Capabilities: If the gaps are manageable, create a learning plan to close them. Offer opportunities for on-the-job training, special projects, or other resources to help team members enhance their skills.
5. Provide Constructive Feedback: Continuously review progress and offer constructive, forward-looking feedback. Encourage growth without resorting to criticism that can diminish confidence.
By following these guidelines, managers can foster a learning culture that engages Gen Z and other employees, improving both individual performance and overall team success.
Are managers in your organization helping team members grow?