Managing generation disconnect

As the workforce develops, early career recruiters and HR professionals have encountered the challenge of addressing young talent from different generations. With the arrival of Gen Z (those born between 1997 and 2012) in the workforce, it's more crucial than ever to comprehend their aspirations, individual values, and work style choices. In this blog post, we'll discuss how to manage a potential generation disconnect with young talent and offer tips on how to bridge the gap.

1. Support Mental Health At Work:
   According to LinkedIn, 66% of young talent want a company culture built on mental health and wellness. Develop a culture that will go beyond offering a meditation app, which will invest in mental health throughout the organization via policies and programs that will take care of not only young talent but also all workforce.
   
   
2. Accurately identify talent to align the job opportunities with their passion:
   According to ISE (Institute of student employers), the primary reason (72%) for a young person to pursue a career in a particular industry is because they feel their talents and passions align. Young people today want significant careers that align with their passion and foster innovation. Employers must look beyond the traditional screening methods to identify the hidden potential. 
   
   
3. Communication is the key:
   Gen Z is the most digitally connected generation ever, make sure to use the media they prefer, like social media and instant messaging, to stay in touch. Utilize technology to your benefit by setting up virtual meetings and online collaboration tools that allow seamless communication.
   
   
4. Prepare leadership to effectively manage this workforce:
   This includes providing education and training to managers, listening to their young hires and understanding their unique views and needs. This means creating an environment where team members feel comfortable sharing their thoughts and ideas, and where managers are open to feedback and constructive criticism.
   Additionally, reconstructing the relationship between managers and young talent can help ensure that everyone is on the same page in terms of expectations and standards. This includes being clear about what is expected from team members, as well as what they can expect from their managers in terms of support and guidance.
   Finally, it's essential to uphold all claims with data and put things into perspective. This means using data to inform decisions and ensure that managers are making informed choices based on objective evidence. It also means putting things into perspective by understanding the broader context in which young talent is working and considering the impact of various factors on their performance and well-being.
   
   
5. Support young talent by providing growth opportunities:
   Offer Gen Z opportunities for training, mentorship, and career progression as Gen Z is highly motivated by learning and development. Develop a clear career path for young talent and invest in their development through coaching, workshops, and skill-building programs.
   
   
6. Be open to new ideas:
   As Gen Z is an imaginative and innovative generation, be open to new ideas and ways of doing things. Encourage them to share their perspectives and brainstorm with the team. This not only helps to create a positive work environment but also helps to generate fresh ideas and approaches that can benefit the company.
   
   
7. Offer flexibility:
   Gen Z values work-life balance and autonomy, so consider offering flexible work arrangements like remote work or flexible hours. By providing flexibility, you are showing that you trust your young talent and are willing to give them the freedom to manage their schedules.
   
   
8. Define your company culture:
   Before you can identify cultural fit, you need to define what your company culture is. What values and beliefs are important to your organization? What kind of work environment do you want to create? Clearly defining your company culture can help you attract and retain young talent that aligns with

By understanding the unique needs and values of young talent, recruiters can effectively manage and retain young talent in their organization.