CATEGORY:Leveraging differences

Z is for Generation

“Generation Z! Pah! I am at my wit’s end!” said Anders.

We looked at him, slightly shocked. Anders was always calm, thoughtful and reflective, and not prone to such outbursts.

Faizal was the first to break the silence.

“Um,,,Hmmm…Why do you say this, Anders?” he asked, hesitantly.

Anders’ face flickered on the screen. I am not sure if it was a new facial expression or whether my wifi was acting up.

“Just when I got the hang of dealing with Millennials after so many years of trying to understand them, I am back to Square One, and now have to understand and deal with Generation Z!”

I laughed. I couldn’t help it. Anders’ voice sounded almost shrill – so unlike his normal calm baritone.

Anders looked daggers at the screen. “It’s not funny, Shesh,” he exclaimed, “Just this morning, in an interview, a 22-year old had the gall to tell me that she will not consider joining our company if we do not have a zero-carbon policy! I was shocked. Is she doing me a favour by joining our company? I am the one who is offering her a job and livelihood!”

By now, all of us were either grinning or smothering our laughter. Anders peered at each of us. “Yes, laugh, you lot, laugh!” he cried, “Wait till this comes and bites you!”

Z is for Future

When we had calmed down a little, Chow Yen bent forward. “If you guys don’t mind, may I bring in a close friend, who has been dealing with exactly this issue of Generation Z and how they are changing and impacting the workplace?”

“Sure,” said Faizal, “I think all of us need help in navigating these new twists and turns that are coming at us at breakneck speed! Who is this person?”

“Her name is Janet Lee,” said Chow Yen, “she is much younger than us old fogies, but amazingly talented and knowledgeable.”

“Bring her on,” I said, “Do you think she will be available on such short notice?”

A few seconds later, a new icon flickered onto my screen.

“Gentlemen,’ said Chow Yen, “may I introduce Janet Lee, a renowned expert in Organizational Behaviour? Janet, I have spoken to you about the Gang of Four – here they are, or at least their digital avatars!”

Janet smiled at all of us. “Hi, guys, such a pleasure meeting you. Chow Yen speaks about you all the time!”

Faizal spoke for all of us. “Lovely meeting you, Janet. Has Chow Yen told you why we are reaching out? We are a bunch of dinosaurs trying to keep up with evolution, and wanted your guidance on how we should deal with this Generation Z!”

Z is the beginning, not the end

Janet smiled and then her face turned serious. “I am glad that you are taking this seriously. Too many companies are not. Each new generation needs a different approach, a revised mindset to manage them. Once you know who they are and what they want, you can get them to perform miracles for you!”

“A quick recap,” Janet began, “the generations start with Baby Boomers, who were born between 1949 and 1964; I would assume you gentlemen are the last of this generation or the first of the following one, Generation X, who were born between 1965 and 1979.”

“Then comes Generation Y, or the Millennials, born between 1980 and 1995. And finally, the generation on your minds, Z, born after 1996.”

“While each ‘generation’ has its unique characteristics, Generation Z is truly different from the other 3. Why?”

“One, Gen Z grew up in the post 9/11 world. This has informed their mindsets and thinking and made them far more politically engaged.”

“Two, Gen Z have grown up in a hyper-connected world. This has exposed them to much more stimuli than any of the preceding generations, and made them far more aware of the world around them.”

“Three, Gen Z have seen their parents (Gen Xers or Millennials) face financial difficulties and lead tougher lives than their grandparents. This has made them more practical, thoughtful and organized.”

Z is for change, not revolution

“So what do Gen Zers want?”

“First, they want clarity. They want to know what you stand for and why.”

“Almost every Gen Zer I have met or interviewed has asked me more questions than I have asked them. They know who they are – they want to know who you are, before they hitch their wagon to yours. Last week, a Gen Z candidate, Brian, asked me – ‘Janet, what is this company’s net carbon footprint?’ I am ashamed to say I had no clue then. I took the trouble to go and find out. Now, I know the answer. I also know that the footprint is extremely high and needs to be reduced!”

“Second, they want to know the role they will play. More than a job, they want a vocation – something that they can commit to and contribute to.”

“Take the example of Dharini, a 24 year old in one of my client companies. While she is nominally a sales executive, she has taken on the responsibility of driving diversity and inclusion. She spends 4-5 hours of her personal time every day researching and learning and developing policy and practice. In the last 6 months, she has made two presentations to the Board of Directors, who are in awe of her commitment and drive.”

“Third, they are truly connected. They probably know more about world and economic affairs than you do. You cannot bullshit them.”

“One of my clients tried and failed miserably! Su Yin works with a FMCG Group. Her company outsources much of its manufacturing in third world countries. Recently, a senior director in the company held a townhall where he claimed that all their outsourced vendors were held to the company’s standards of safety and hygiene. Within 12 hours, this director received 140 photos of various vendor operations highlighting unsafe workplaces, unhealthy practices and fake certificates. Su Yin and the other Gen Zers had connected with workers in the vendor companies and obtained this evidence and presented it, in a snap!”

“Fourth, they are financially astute. While they would like fulfilling jobs and engaged workplaces, their priority is stability.”

“This is what Munira said when I was discussing her candidacy for an early-in-career role with a client – ‘Janet, the career progression that you have laid out and the salary grades don’t work for me; I want to own my own apartment within the next 5 years, and even if I fast-track, I will not be able to save enough to do so. So unless you are willing to look at a different trajectory, I will have to offer my regrets.’ I was quite taken aback. Then, I thought about it, and came to the realization that her approach was thoughtful and logical. I wished that I had said the same thing when I started my career!”

“Fifth, Generation Z is entrepreneurial. They are independent. They want ownership rather than employment.”

“58% of Gen Zers want to own their own company. They want control. They look for and see opportunities that many of us do not. Chow Yen will tell you – three freshers who joined his company earlier this year put together 2 projects and delivered them, saving the company more than US$ 100,000 in cost leakages. Chow Yen and I are now working with them on their next projects, and are targeting a million dollar outcome!”

“Finally, Generation Z wants a voice. They are not going to be submissive and compliant. They want to make a difference.”

“Gen Zers’ knowledge, connectedness and entrepreneurial instinct make them far more assertive and outspoken than we were, gentlemen. They know who they are, they know what they want, and they know how to go for it. I remember when I started my first job – I was timid as a mouse, worried about saying anything in public, effacing myself so that I would never be called out. A month ago, Beng Hui, a 22-year old from NUS sat across the table from three 50-year old CXOs, and calmly discussed the need for tampon dispensers and breast pump facilities in the office. I was facilitating the meeting and, in the beginning, felt truly embarrassed. After all, such topics were taboo, no? Then, I realized that all my working life, these are facilities I had wished and hoped for. By the end of the meeting, I was practically cheering Beng Hui on!”

To Z or not to Z, there is no question!

“Now, you asked, how do you deal with Generation Z?” continued Janet, watching us sit there spellbound, each of us scribbling (or typing) notes as fast as we could.

“While I believe the answers are in the points I made just now, let me quickly recap.”

“As leaders of organizations, you need to know and understand Generation Z so that you can leverage on what they have to offer, and utilize their amazing potential…”

As she continued listing them, I wrote down the following points :

How do I deal with Generation Z?

1. Give them a purpose, a reason to stand with you.
2. Agree on expectations and give them autonomy to deliver these.
3. Give them freedom to roam, connect and imagine.
4. Show them a clear career path to financial security.
5. Listen to them; they can change your life for the better.

As I completed the list, I realized how incorrectly I was dealing with them so far. Edmund Burke’s incisive words pricked my mind,

“The arrogance of age must submit to be taught by youth…”

****

How have you dealt with Generation Z? Do you have any special insights that will help others? Do share your views and experiences.

Are you a Gen Zer? Have we understood you right? Is there anything else you want to add to the list of “what does Gen Z want?”

Please send your inputs to me, either as a comment or as a PM.

Cheers | Shesh | Singapore | 14 July 2020.

Post Script :

1. For other interesting CEO Chronicles click here.
2. Follow me so that you don’t miss the next issue of CEO Chronicles.

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“What we want is to be comfortable being a woman in the workplace,” says Warini.

Warini is an HR manager in an digital marketing company. We are standing together, having lunch during an HR conference at the MBS Convention Centre.

“You will need to explain that sentence,“ I say, smiling.

“I have to be careful how I do so,” says Warini, “often, such discussions come across with women sounding whiny and complaining, and that is not what I want to be.”

“I understand,” I say, “I have heard the same point from other women. Trust me, you don’t need to worry – you just need to speak and make your voices heard. If you keep quiet, it is much worse than seeming whiny.”

“True, that,” says Warini, with a small smile. “Okay, here goes…”

“I don’t whether you will understand this, being a man,’ she starts, “but, somehow, being a woman at home and being a woman at work are two entirely different things. At home, being a woman is comfortable and accepted. At work, being the exact same woman is viewed with disdain, disrespect and discrimination.”

I waited for her to continue.

DISCRIMINATION

“You have no idea what I am taking about,” says Warini, looking at my face and grinning, “let’s take being pregnant, for example – having a baby is celebrated at home. Everyone is happy, I am treated with care and respect, people go out of their way to ensure I am comfortable, and so on.”

“But,” and her face turns solemn, “having a baby as a working woman is a different matter altogether. It is treated as a huge problem – almost as a deliberate infraction of some kind of code. One of my previous bosses used to never hire young married women. ‘Oh, she will start dropping babies, and disrupt everything,’ he would say, ‘no point wasting time on her.’ I know many career women who are actually afraid of starting a family, knowing that their career will most likely be affected.”

“Friends of mine have lost their jobs because they have become pregnant. 2-3 of them have been accused of ‘taking advantage’ of the company by using maternity leave. ‘The company is paying you while you are sitting at home and doing nothing.’ And so many, more than I can count, have returned to work, to find that their job duties have changed or that they been demoted.”

I stare at her, my mouth partially agape.

“No point wasting time? Demotion?” I ask, shocked.

“Absolutely,” Warini says, “but this is not overt. It is very insidious. Three months ago, in this company, a purchaser, Rosy, had a baby. When she returned, her boss ‘suggested’ that she handle document control rather than purchasing, as it would be ‘more convenient’. Rosy protested strongly, but to no avail. ‘It’s good for you’, she was told. She is truly unhappy and is now looking for another job. Losing her is going to hurt us, as she is one of our best employees.”

‘This is discrimination!” I say, my voice rising, and other delegates nearby turning to look at me.

“Yes,” says Warini, wearily, “but it is couched as a ‘favour’ to the new mother. ‘Oh, poor thing, let us give her an easier task to do’. It is very difficult to fight this, as we are seen to be ungrateful.”

“So, one of a woman’s greatest joys – the creation of life – becomes a burden, a disadvantage, something to fear,” I say, indignant.

“Absolutely,” says Warini. “My husband and I have been wanting to start a family for some time, but I keep postponing it, because I am not sure what the consequences will be.”

“This is terrible,” I say. “Unfair and unjust.”

DISDAIN

“Pregnancy is just one of the issues,” says Warini. “What about ‘That Time of the Month’? It’s not as if we asked for or enjoy having periods. Those three to five days can be horrible – cramps, stomach aches, headaches, debility. But most males somehow find this topic very difficult to understand in the workplace. We are accused of using our periods as an excuse to take a day off or to slack off.”

“I may be guilty of thinking like this sometimes,” I say, contritely.

“Most months when I have my period, I just want to take the strongest painkillers and stay in bed,” says Warini, “but I don’t. I come to work and do what I need to. All I want is for this to be recognised and appreciated. Tell me, Shesh, if you have a groin injury, is it likely that you are going to come to office?”

“Absolutely not,” I say, wincing at the very thought. “that will be the last thing on my mind!”

“We do this every month,” Warini stresses, “without fanfare, without unnecessary heroics. With what outcomes? Zero understanding, crude jokes, hurtful insinuations. Would men do this to their mothers or wives at home? I doubt it.”

“My wife would castrate me if I did anything of the sort,” I say, only half joking.

“And she would be right to do so!” laughs Warini, shaking her finger at me.

DISRESPECT

“Finally, here’s the curveball,” says Warini, “on the one hand, men look down or penalise pregnancy and periods; on the other hand, we are targets of sexual overtures. If a woman doesn’t dress up to the hilt, we are sloppy and don’t care about our job. If a woman pays careful attention to her appearance, we are trying too hard and using our gender to get ahead.”

“I have seen this so often,” I say, sadly.

“I am working in a ‘new economy’ company,” says Warini. “You would expect that things are different here. But, no. There is one colleague who comes and leans over my desk, nominally to ask me a question, but trying his best to peer down my blouse. There is the manager who ensures he squeezes past you at every opportunity. The Sales Head thinks he is God’s gift to women and makes passes at every woman under 50.”

“This is both terrible and shocking,” I say, “isn’t there a way to redress such issues?”

“There is, Shesh,” says Warini, “there is a grievance cell, but none of us bother with it. None of these indignities are as demeaning as outright harassment, and we have to work with these colleagues, so why rock the boat?”

“You women are amazingly courageous,” I say, with respect. “If I had to face so many inimical issues, I would run far away and never return.”

“That’s why I said what I did,” Warini says, calmly, looking me in the eye. “What women want is to be allowed to be a woman, without being discriminated against, judged or harassed. We want to do our work, earn respect and livelihood, and go home with a sense of fulfilment.”

“Is that too much to ask?”

DOING WHAT’S RIGHT

This is just one of a million similar stories of women in the workplace.

Did you know that in general –

• Women are far less likely to feel they have an equal opportunity to grow?
• Women are less happy at work than men?

We need to change this situation. What can we do?

1. Recognise that women and men are different and honour these differences
2. Empathise, rather than judge
3. Make respect a core value

We spend much of our lives in our workplaces. Help make them fair, level and equitable. Level the floors, fix the ladders and raise the ceilings for everyone…

If you want to transform your work environment, don’t just click ‘like’. Share your views, your criticisms, your comments and your disagreements. Let us start a movement that will shatter past practices and paradigms and lead the way to a better world.

Cheers,

Shesh.

(Singapore / 11 Feb 2020)

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#ceochronicles, #whatwomenwant #motivation #professionalwomen #whatinspiresme #career #genderawareness