They are excellent performers
Posted: Tue Apr 22, 2025 5:05 am
Conclusion.
In conclusion, it can be said that the youth of Generation Z at work are
full of idealistic enthusiasm in striving to make their environment better.
• They want their work to match their uniqueness and be an opportunity for continuous professional development.
• When working with them, it is important to maintain contact first and foremost, because they quickly “fade out” when they do not receive sufficient feedback.
• They want support from their managers and “senior people” – because they want to understand that real, practical work experience that they lack at the beginning of their careers.
• They also prefer to receive constant, small “bonuses” or any exit cell phone number list other pleasantries that will serve as an intangible factor of motivation to work.
References.Clear. Understandable. Accessible. It is important to understand that the digital environment in which the zoomer generation was formed is completely algorithmic. The youth of this generation are well aware of the existing structures of order, and easily join the work when it is clear to them. Therefore, it is very important to convey to the employee what is required of him. They are techies with a sufficient level of enthusiasm who can say - "Explain to me what is needed, and I will try to do it better."
"I want feedback, or just attention." Phygital space and online life have taught Generation Z to receive constant feedback and attention. Those who are active in social networks are used to being "liked", "reposted", having "reactions" and comments left under each publication. How can they function in reality, where everything is much slower? In this regard, zoomers are little interested in positions that are possible in the indefinite future. They want to evaluate their progress constantly. Just like in video games, where the status of the "points" scored is always shown, at work they also want to have constant feedback. And even more so if they receive this feedback from their manager. Because according to the same study from "Hays Russia", zoomers want to see a wise and sensitive mentor in their managers (Fig. 1). And let's pay attention - "A mentor who helps with professional and personal development . " That is, again, everything comes down to personalization and personal development.
In conclusion, it can be said that the youth of Generation Z at work are
full of idealistic enthusiasm in striving to make their environment better.
• They want their work to match their uniqueness and be an opportunity for continuous professional development.
• When working with them, it is important to maintain contact first and foremost, because they quickly “fade out” when they do not receive sufficient feedback.
• They want support from their managers and “senior people” – because they want to understand that real, practical work experience that they lack at the beginning of their careers.
• They also prefer to receive constant, small “bonuses” or any exit cell phone number list other pleasantries that will serve as an intangible factor of motivation to work.
References.Clear. Understandable. Accessible. It is important to understand that the digital environment in which the zoomer generation was formed is completely algorithmic. The youth of this generation are well aware of the existing structures of order, and easily join the work when it is clear to them. Therefore, it is very important to convey to the employee what is required of him. They are techies with a sufficient level of enthusiasm who can say - "Explain to me what is needed, and I will try to do it better."
"I want feedback, or just attention." Phygital space and online life have taught Generation Z to receive constant feedback and attention. Those who are active in social networks are used to being "liked", "reposted", having "reactions" and comments left under each publication. How can they function in reality, where everything is much slower? In this regard, zoomers are little interested in positions that are possible in the indefinite future. They want to evaluate their progress constantly. Just like in video games, where the status of the "points" scored is always shown, at work they also want to have constant feedback. And even more so if they receive this feedback from their manager. Because according to the same study from "Hays Russia", zoomers want to see a wise and sensitive mentor in their managers (Fig. 1). And let's pay attention - "A mentor who helps with professional and personal development . " That is, again, everything comes down to personalization and personal development.