Aligning Company Values with Generational Expectations

OK Boomer, Gen Z Doesn't Want Your 2000s Change Management Playbook! A leader was puzzled over why their meticulously planned technology rollout was meeting unexpected resistance from newer employees. The communication plan was comprehensive, training well-documented, and leadership aligned. The problem? Their entire change approach was designed for a workforce that no longer exists. 💼 Generation Z Has Entered the Workforce Born between 1997-2012, Gen Z now constitutes over 20% of the workforce. They're not just younger millennials – they're the first true digital natives with fundamentally different expectations for organizational change. The generational shift demands we rethink core OCM practices: ⚡ Communication: From Documents to Micro-Content Traditional Approach: Multi-page email announcements, detailed PDF attachments, formal town halls  Gen Z Expectation: 60-second explainer videos, visual infographics, authentic peer messaging When one bank shifted from traditional change communications to micro-content delivered through multiple channels, engagement rates increased by 64% among Gen Z employees. 🤝 Engagement: From Involvement to Co-Creation Traditional Approach: Change champions appointed to represent teams Gen Z Expectation: Direct participation in design, transparent feedback loops, social proof Gen Z employees are 3x more likely to disengage from changes without visible impact within 30 days. They expect their input to be implemented rapidly and visibly. 🌱 Motivators: From Compliance to Purpose Traditional Approach: Focus on organizational benefits and necessity Gen Z Expectation: Focus on personal impact, societal value, and authentic rationale A financial tech transformation that reframed messaging around customer benefit and social impact saw higher adoption rates among Gen Z than when using traditional business case messages. 🦋 Timeline: From Projects to Continuous Evolution Traditional Approach: Defined projects with clear start/end dates Gen Z Expectation: Agile, iterative changes with regular improvements Gen Z has grown up with software that updates weekly or daily. The concept of a "frozen" system post-implementation makes little sense to them. 📖 Your OCM 2.0 Playbook To evolve your change approach for the next generation: - Replace monolithic communications with multi-format micro-content - Build social proof through peer advocacy, not just leadership messaging - Connect changes to meaningful impact, not just business metrics - Implement feedback visibly and rapidly - Embrace continuous improvement over "project completion" Gen Z isn't resistant to change—they're resistant to change management that feels outdated, inauthentic, or disconnected from their digital reality. Has your organization updated its change approach for Gen Z employees? What generational differences have you observed in change receptivity? #ChangeManagement #GenZ #DigitalTransformation #FutureOfWork #OrganizationalChange

In my newest series on Gen Z in the workplace, I’ve been tackling the issue of leaders bridging their disconnect with Gen Z. To get there, leaders need to better understand Gen Z’s unique values and their expectations in the workplace. In my last post, I focused on purpose, flexibility, and diversity & inclusion. In this post, I focus on career development, technology, and mental health. ➡️ Career development and continuous learning are significant for Gen Z. This generation desires opportunities for growth beyond traditional linear progression and promotion. Providing avenues for learning, skill-building, and personal development help this generation feel valued. Not surprisingly, according to Linkedin’s 2023 Workplace Learning Report, the #1 way that companies are working to improve employee retention is by offering more learning opportunities. Leaders should see this as a plus! Developing employees is a “win-win:” employees love it, and it is far more economical to retain and grow employees than to hire and churn them. ➡️ Being tech-savvy is a defining characteristic of Gen Z. They have grown up in a digital age and they expect a work environment that embraces technology. It's crucial for leaders to recognize that the Gen Z affinity for tech integration is a normal part of their work style, rather than a need for constant stimulation. Leaders should be thrilled with the tech forward nature of Gen Z: when harnessed well, Gen Z can lead the way and reverse mentor others in the organization. ➡️ Finally, mental health is a high priority for Gen Z. They seek workplaces that prioritize employee well-being and offer resources for both physical and mental health. Leaders should acknowledge the importance of mental health and provide the necessary support systems to create a healthy and supportive work environment. The good news is that Gen Z may articulate the importance of well being and workplace support; the better news is that any added support and resources will benefit employees well beyond the bounds of Gen Z. I started this series with a nod to the graduating classes who will be joining our working ranks soon, so let’s get ready to give Gen Z a warm welcome to work! Please jump in via comment with any additional advice. #management #leadership #leadershipdevelopment #management #humanresources #DEI #diversity #inclusion #education #workplacediversity #diversityandinclusion #GenZ

Every generation brings a valuable new perspective to the workforce. As leaders, it’s our job to ask, listen and learn from them to create a future of work that works! Gen Z and Millennials have proven they are champions of making real impact. And as a mom to two Gen Z daughters entering the workforce, I’ve taken notice. To them, purpose isn’t just a buzzword. Far from it! So as leaders, how do we adapt to this paradigm shift? For starters, we need to look at *why* purpose-driven work is so important to next-gen talent. Our new Deloitte 2024 Millennial & Gen Z report (read it here 📲 https://deloi.tt/3Xc1uM3) breaks down this shift in workplace expectations and how leaders can best help this next generation thrive. These key findings stood out to me most: 1️⃣ Purpose Powers Satisfaction: Alignment of organizational purpose with personal values is a driving force behind job satisfaction and well-being for 86% of Gen Z and 89% of millennials.     2️⃣ Work/Life Balance Reigns Supreme: Flexibility is a prerequisite, not a perk, and remains the top consideration for both generations when choosing an employer. As leaders, fostering environments that prioritize flexibility is paramount.    3️⃣ Optimism Amidst Challenges: While concerns about the cost of living persist, there’s a glimmer of hope as nearly a third of Gen Z and millennials anticipate improvements in both economic and personal finances over the next year — the highest percentage the survey has seen since before COVID-19.     4️⃣ Taking Mental Health Seriously: Only about half of Gen Zs and millennials rate their mental health positively, and with 30% worrying that their manager would discriminate against them over stress and mental health concerns, there’s room for improvement when it comes to speaking openly about mental health at work.    The next generation is clear about the support and culture they want from the organizations they work for — and it’s up to us as leaders to evolve with the workforce, and make the workplace set up for their success, and with it — the best work possible.