or are leaders or nothing

If something They are discovering companies that hire employees of generation Z, is that, definitely, they are not managed just like young millennials or generation X. communication and values of this generation They are very different to those of previous generations.

For example, generation Z does not have the same concept of hierarchy and authority that their parents or grandparents, and therefore tend to speak with the same naturalness with the CEO of the company as with their colleagues. It is not the only peculiarity of this generation at work.

No time for formalisms

According to A recent study From the Indeed Employment Platform, it revealed that 93% of these young people admit have done “ghosting” to its employers, treating them as if they were a failed appointment. This is because They do not conceive the hierarchy in the same way that previous generations, prioritizing efficiency and results above the standards of label or social correction.

Selena Rezzvani, expert in professional team leadership, said in a video In his LinkedIn profile that this should not be interpreted as disrespect since we are faced with the generation of Tiktok, Snapchap and social networks, where messages and communication are rapid, shocking and direct. There is no time of prolegomena and formalisms.

In Reyes Suárez, HR Team Leader in Randstad Professionals, “it is more a clash of business culture and ways of understanding leadership. Generation Z is very assertive, but it has to improve its emotional intelligence, which have developed other previous generations that have lived another context.”

Who is the boss?

One of the keys is that the youth of the Z generation see the work dynamics as a collaboration networknot as a chain of command, so they prefer an accessible leadership with which to collaborate, not someone to obey without asking the objective of their work.

In this context, Rezzvani ensures that the employees of generation Z respond to a leader who offers them transparency and that he is willing to admit their mistakes, and hits a wall when he appears to a boss as an authoritarian figure.

Suarez stressed that establishing a close and direct relationship with them leads them to learn much faster Its functions, generating confidence between them. “Generation Z is much more demanding time, in the sense of claiming constant feedback and also giving it. In this sense, the previous generations were more independent.”

A leader is done, it is not imposed

According to A survey carried out by the consultant Robert Walters, 52% of the Z -generation professionals do not want to ascend to intermediate positions, and 72% would choose to continue their own professional growth instead of managing others.

That is an indicator of Little value they give to the hierarchy “imposed” by seniority or status, and value much more those leaders who exercise as mentors and guides to learn.

According to An article by Selena Rezzvani published in MSNBC“Having grown in an era where poor leadership was denounced publicly, they have developed the basic expectation that respect must be mutual,” said the leadership expert.

This perception of hierarchical relationships in the company is the one that leads young people to not know how to communicate correctly with the more veteran authority figuresthat are presented as “bosses” to which to obey, while young people tend to recognize as leaders those who have gained their respect from trust.

In Xataka | After this year one in three young people will have changed their jobs: it is nothing personal, it is only salary

Image | Pexels