Led by Alicia Drummond, author of Why Every Teenager Needs a Parrot, one idea that really chimed was that parents should visualise teenagers as being on elastic. Our job is to watch it stretch and, ultimately, let go when the time comes.
This analogy is something businesses could really learn from. While the oldest of Gen Z are still only teenagers, theres lots we already know about them. This is a generation thats smart, savvy and set to be our most entrepreneurial cohort yet. Some 62 per cent are keen to start their own business; and 89 per cent would rather spend time being productive than idly hanging out.
Growing up in the digital space means Gen Z also wants authenticity, access and transparency. Multi skills and experiences are just as important as scaling the linear career path of their predecessors. This ambition, coupled with huge social conscience and self-awareness, means Gen Z knows their personal worth and won’t be afraid to demand rapid progression and good pay.
Theres no doubt their arrival into the workplace will shake things up. The following six points outline how businesses can let go of the elastic and get the most from this exceptional age group.
(1) Culture is key
Gen Z needs to buy into a culture and purpose that are much more than just working for an organisation turning out great work to make money. Businesses have to paint a vision that inspires Gen Z to go above and beyond.
Whether it’s Googles office slides, Airbnbs annual 2,000 travel fund for each employee or Twitters exceptional health and well-being plan, businesses need to think creatively to retain Gen Z. Flexibility is crucial, too.
From programmes that help graduates learn wider skill-sets to setting them up in an environment that permits breathing space, businesses need to encourage elastic ways of working and keep people on the move.
(2) Get out of the way
As my former boss Michael Baulk of ad agency Abbott Meade Vickers used to say, you need to hire people and then get out of the way. Organisations have become too bureaucratic. Millennials, for instance, have really had to do their time to rise through the ranks. This needs to change.
Businesses need to give Gen Z clear avenues to advance and promote them when they are on the cusp of being ready, not make them sit it out. Thats not abdicating responsibility, it’s about making a leap of faith and letting Gen Z take risks. While it might not always go to plan, they will grow from it and so will the businesses they work for.