Young Professionals Conference Sponsor
July 20th, Golden Gate University #NCHRAYP
Generation Z, the newest to join the workforce, are eager to step into management positions as soon as possible. That’s one takeaway from a recent Robert Half study on Generation Z in which 32 percent of college students interviewed see themselves supervising others in five years. Another 24 percent expect to be moving up the ladder but not yet in the leadership ranks.
These future payroll professionals need the help of senior leaders to prepare them for the leadership pipeline. Here are some preferences many Gen Zers mentioned in the survey, along with ways managers can not only retain them, but also develop their talents and incorporate them into a succession plan. Do you agree?
Generation Z values personal growth. Shaped by trends and transformative events like reality TV, 9/11, mass shootings and social media, they desire connections and fulfillment in their personal and professional lives. Give these future leaders plenty of opportunities for learning and networking!
Generation Z wants to personalize their careers. Rather than following in other payroll professionals’ footsteps, these future leaders want to forge their own way. Senior leaders should help them design their own career path. This includes having quarterly or semiannual conversations with them about goals and milestones, and finding out what motivates and interests them. If you don’t, they’re not opposed to job-hopping to find fulfillment.
Generation Z prefers social cohesion. Some payroll departments tend to pick top performers and focus most of the resources on those select few? Millennials care about fairness and feel more comfortable when members are equally valued. So, management cannot elevate some, but not others. Senior managers know that if this happens, Generation Z may gravitate to another workplace environment, where there’s a stronger sense of social connectedness!
Generation Z craves feedback. They received a constant stream of reactions and affirmation while growing up from parents and teachers. As employees, they expect it from management. This is in stark contrast to Gen Xers and baby boomers, who tend to be more independent and may even want to be left alone to do their work. When developing millennials to be future leaders, seniors managers know they need to bump up the amount of feedback, instruction, correction and praise.
Young professionals may have radically different outlooks and work styles than Gen Xers and baby boomers. When preparing Generation Z workers for leadership roles, senior leaders should know that the most important step is to get to know them — as a cohort and as individuals!
OfficeTeam is the world’s leading staffing service specializing in the placement of highly skilled administrative and office support professionals. The company has more than 300 locations worldwide. For more information, including our online job search services and the OfficeTeam Take Note® blog, visit roberthalf.com/officeteam.
You’re invited to the 5th Annual Young Professionals Conference. Come get inspired and get ready to advance your career on July 20th! You’ll takeaway techniques for transitioning to a leadership role, relating to the C-Suite, using data analytics, and more. Plus, meet potential mentors in a fun, speed-mentoring event at the end of the day. You won’t want to miss this opportunity to meet other YP's and learn necessary skills for competing in today’s business environment. Qualifies for 4.75 SHRM Professional Development Credits (PDCs) / HRCI Recertification Credits. Includes a free HR TechXpo registration. Attendees can sign up with NCHRA at the conference. #NCHRAYP