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How Software Companies can manage a Genz Team

In 2019, the first graduating class of Generation Z entered the workforce. Over the next 10 years, Boomers will retire, Millennials will enter senior management roles, and Gen Z will make up for one-third of the workforce.

What/Who is Generation Z ?

Generation Z starts roughly between 1996 and 2012. At the moment, that means they are between the ages of 10 and 24. It also means that the newest generation is taking its first steps into the workplace as interns or entry-level Software Development Employees.

Who are Millennials?

Millennials are people born between the years 1980 to 1995. These are the people who worked hard down these years in all industries for the betterment of their own IT Companies. It also means that this generation is already at the top of their hierarchy and they may retire in the next decade.

How GenZ differs from Millennials?

1.Less focused:

Today, we live in a connected world where Technology rules our lives.Given that GenZ grew up with technology and devices unlike Millennials, they are more comfortable interacting with tech and devices than their previous generation. Though it may seem like an advantage, GenZ’s attention span is comparatively less than the Millennials because of too many distractions.

2. Multi-taskers:

Though GenZ is less focussed, they are multi-taskers in many ways. Gen Z can quickly and efficiently shift between work and play, with multiple distractions going on in the background, working on multiple tasks at once. For example: They have the ability to take notes on a notepad, finishing work in front of a laptop or even TV.

3. Global Exposure:

Millennials were considered as the “First Global Generation” with the development of the Internet, but as more of the world comes online, GenZ became more global in thinking, interactions, learning and exposure too.

Ways to manage a team full of GenZ Software Employees

1.Collaboration and Clarity in Communication:

Gen Z values social interaction because they interact mostly with devices. At the office, managers should create a culture that fosters team spirit to encourage Digital Natives to stay put. You also want to make sure you give them plenty of ways to collaborate and communicate in-person as well as online.

It can be achieved by:

  • Encouraging team bonding with social activities

  • Opting for recurring meetings.

  • Choosing video calls over phone calls.

2. Financial Stability and Perks:

Unlike Millennials who aren’t motivated by money, GenZ’s are the opposite. They are more money seekers as they have the opportunity to earn money from their home through the Internet. They expect to be compensated fairly for the IT work they do. Meanwhile, GenZ-z also looks at the perks of the job.

This could be formulated in a simple way:

For Millennials: More Experience - More Salary

For GenZ: More Skills – More salary

3. Empowerment and Coaching:

GenerationZ is proving not to be job title fiends. They are less interested in climbing the corporate ladder and more intrigued to support their Software Company's growth and success. As one of the most self-sufficient generations, managers should take advantage of their independence and research skills.

Ways to implement this:

  • Give them the space to share their ideas and use their creativity to benefit your company.

  • Give Gen Z ownership of a project that they can implement from start to finish.

  • Coach or mentor them to look beyond conventional tasks..

4. Flexibility in Thinking & Approach:

Gen Z Software Development Employees are just getting started with their careers, so don’t put them in a box. Moving up the corporate ladder might not be possible for Gen Z employees right now, but they can always make lateral moves.

Ways to do this:

  • Give Gen Z Software Workers the space to explore and test the bounds of the organization.

  • Giving them the space to move to a different department or allow flexibility.

  • Giving them an opportunity to define their role that includes all of their interests

  • Giving them the freedom to stay out, move up or down in their current department.

Managing Gen Z employees isn’t as challenging as you think. Genuine care and appreciation for these bright individuals can push their productivity up by volumes and create a conducive work environment for them.

(Author: Abirami Vellayappan is a curious cat and a social media writer at TechDoQuest, which is an IT Recruitment Company.)

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