Understanding and leading

After Generation Z, the next generation should be called Generation AA. It would fit even better because they will be the generation to grow up with batteries inside everything. One exasperated parent says that Gen Z is best known for being hard-working – within the Minecraft community. How does a Gen Z-er count sheep to fall asleep? They scroll through TikTok until they pass out. More and more funny lines on Gen Z emerge. Here are some of them:

• Why did Gen Z-ers refuse to play hide-and-seek? Because they couldn’t find a hiding spot without good lighting for their selfie.

• How many Gen Z-ers does it take to change a lightbulb? The answer is None. Because they’ll make a TikTok about how the darkness is “aesthetic.”

• Why did Gen Z-ers bring their smartphones to the desert? They heard there was no Wi-Fi and wanted to document the struggle for their Instagram stories.

Why did the Gen Z-er go to therapy? Because they realized they couldn’t “un-send” their embarrassing text messages.

Speaking to some of the most influential and brilliant members of the LinkedIn Top 100 Filipinos for Inspiration and Learning, and during the Q&A portion of the presentation, a 16-year-old charming young man stood up.

He said, “I am so happy to know that the discussion on our generation is happening here. And it’s good for me to know that you guys are trying to understand us.”

For a 16-year-old Gen Z-er to raise his hand, boldly face the crowd, share ideas, and ask questions without shame or fear of ridicule is exceptional. Unfortunately, he would not represent the majority of the young. Leaders in the workplace need to understand the dynamics of Generation Z, the youngest affiliate entering the workforce, because they unveil a generation burdened with unique challenges.

Renowned psychologist Jonathan Haidt shares his observations and findings as he discusses a major shift or transition that has brought about a generation least understood for now. The shift into the 2010s witnessed a concerning trend in adolescent well-being globally, characterized by a surge in depression, anxiety and suicide rates.

This shift coincided with the rise of smartphones, marking a significant migration of social lives into the digital realm. Unique to this generation, they have migrated their social lives online. This transformative shift fundamentally altered the developmental trajectory of Generation Z, leaving a profound impact on their well-being and outlook.

To exacerbate this situation, the COVID-19 pandemic has had an enormous negative impact on their lives. The more than two years of solitary confinement and restrictive interaction called “social distancing,” the enforced online education has caused many to feel like their lives have been postponed, punished and penalized for something that is not of their doing.

Haidt continues to say that Generation Z grapples with a myriad of afflictions, including increased loneliness, diminished academic achievement and a decline in mental health. These trends have lasting implications, with Generation Z exhibiting lower rates of employment, delayed familial formation and overall diminished well-being. Moreover, they tend to display shyness and risk aversion, potentially dampening their ambition and hindering innovation and entrepreneurship – a concerning prospect for the future.

The proliferation of smartphones and digitalization has further exacerbated these challenges. What parents initially perceived as a safe virtual environment has unveiled hidden dangers, disrupting essential developmental processes such as friendship formation and identity exploration. Consequently, Generation Z enters the workforce with unique needs and challenges, necessitating a nuanced approach from organizations and leaders.

As Generation Z is poised to become the largest segment of the global workforce by 2025, surpassing Millennials in numbers, addressing these realities becomes imperative. Organizations must adapt to foster environments that prioritize mental wellness and real-world interactions while nurturing the inherent potential within this generation.

Haidt also emphasizes the need for cultural correction, advocating strategies to mitigate the dominance of digital technology in young lives. These include reinvigorating play and independence, setting boundaries around technology use and reimagining educational environments to promote real-world engagement and resilience.

Understanding the underlying factors shaping this generation’s psyche and behavior is essential for crafting a future of work that is inclusive, supportive and adaptive to their unique challenges. The organization’s more senior members should be trained in leadership skills that equip them to engage Generation Z. By acknowledging and addressing these challenges, organizations can create environments that empower Generation Z to thrive and contribute meaningfully to society.

To be clear, I have a TikTok channel, but I do not need to scroll through it to fall asleep. I would rather spend more time learning and researching how leaders can lead this powerhouse generation and engage them more meaningfully.

(Join Francis Kong for a full-day event at Level Up Leadership: The Next Edge on May 15, 2024, at SPACE, One Ayala, Makati. Register now to uncover success strategies for your career, business, and life. For more information visit www.levelupleadership.ph or contact April at 0928-559-1798 or Savee at 0917-533-6817. Limited seats are available!).