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With more and more new technologies emerging every day, you might be a bit confused about how you can actually use them to benefit you as a manager, your organization, and your younger employees.

AI: are GenZs threatened or engaged? How are they feeling about it?

Nowadays, younger generations are actively researching companies to see their sustainability efforts and their values. They choose to work for companies that they’re able to look up online or on LinkedIn and see what’s actually happening.

Knowing that Gen Z wants more connection but also scores high in loneliness, many managers are struggling to create a relationship that focuses more on the human-centric pieces instead of responsibilities and results.

An unengaged young generation entering the workforce is not necessarily a new reality. While Gen Z has its own unique set of characteristics – such as their relationship with technology and studying remotely during covid times – ultimately, it all comes down to inclusion.

Are you acknowledging individualism and that every person is unique in your organization? Or are you prioritizing the success of the group as a whole? Both can serve you and your company if you find the right balance.

Gen Z and young millennials take into consideration meaning, value, and impact to measure job satisfaction. So here comes a challenge. How can you as an organizational leader give autonomy and deeper purpose in an entry-level job?

Sometimes a conversation and a few quality questions can be the simple solution to GenZs’ stress and overwhelm. As a leader, how much are you asking as opposed to telling?