Gen Zers, who were practically born with smartphones and iPads in their hands, have grown up completely immersed in the information highway. Therefore, it should come as no big surprise that those born as digital natives—deeply connected to culture, trends, politics, and business—have different ideas about what their contributions to the world should look like. They deeply value work-life balance and they need to feel like the work they do has meaning.
Globally, they are the generation most concerned about issues like corruption and inequality. They’re striving to create change—and they’re committed.
Still, Gen Zers often get called out for being entitled, lazy, or simply not being driven. However, according to a recent conversation between executive Garry Ridge, former CEO of WD-40, and Simon Sinek, author and thought leader, it’s not a lack of commitment or drive that sets Gen Z apart in the workplace. It’s a well-earned lack of trust in leadership.
On his podcast, A Bit of Optimism, Sinek posed a question to his guest about why Gen Z seems to work backward when compared to past generations. Contrary to the old playbook, where employees were expected to work hard and showcase their commitment before getting a raise, a promotion, or other payout, Gen Z needs to see the reward up front.
“That could be interpreted as entitlement,” Sinek said. “I understand it as they grew up in a world where there’s no loyalty from the company.”
Basically, if a company doesn’t have an employee’s back, should the employee really be expected to hustle for said company? Gen Z doesn’t think so. In his conversation with Sinke, Ridge agreed, noting that the logic is completely understandable, given the generation’s deep distrust of big business.
Ridge asserted that companies shouldn’t dismiss these young employees as lazy or unmotivated. Rather, they should work with them to build that essential trust, providing more frequent and clear-cut steps to move up the ladder.
“Once upon a time you had these reviews where you were actually looking backward. Well, maybe now the way to go is having steps along the way so you can recognize performance,” Ridge said, using the example of giving employees the opportunity to earn accolades by having check-ins every couple of months to assess performance.
Further, Ridge and Sinek agreed that year-end reviews aren’t a great stepping stone, either. And, from that lens, maybe Gen Z is spot-on when it comes to phasing out the old system.
“I don’t want to wait 364 days for you to tell me what I should’ve done better or how good I’ve done,” Ridge explained of the Gen Z mindset. “What I want to do is be coached along the way.”
Call them lazy and entitled all you want, but Gen Zers, many of them having watched their parents work hard their whole lives with little to show for it financially in their later years, don’t want to hustle without a clear payout.
Honestly, who could blame them?