How to empower the next generation of leaders

The children will stay here. And they don’t need to play by our rules (ours, regardless of the millennial generation and above). As more and more Gen Z staff enter the workforce, there’s been a lot of talk about this latest breed of employee bees—except they are not like the bees we’re used to. Contrary to the stereotypes and assumptions of many of us old people perhaps, Generation Z is a force to be reckoned with. Why? Well, they have the right to do so, identical to we do.

My company employs a handful of Gen Z employee bees, and I’d be lying if I said it was an easy adjustment. In my times — yes, my day was completely different — I discovered myself in a work environment where big guys in big suits told us what to do, and even if we were afraid of getting sick, we were even I’m more afraid to take a sick day. That was until the world took a collective sick day during the pandemic. Vulnerable, scared and inexperienced, Generation Z had to find a workforce that none of us were prepared for.

The rules and expectations seemed to change frequently and, mostly for the higher, these changes opened many employees’ eyes to the possibilities of what the hive could possibly be. Things we wanted, corresponding to flexibility and security, weren’t only expected, but required. And the kids – I mean Generation Z – got here in not knowing what working life was really like before 2020.

Generation Z employee bees were pushed into the labor market who lacked the experience of previous generations. Yes, they are great at social media and technology, but that comes with stunting their skills interpersonal communicationconfidence in using phones (old telephones with voices at the other end) and the ability to maintain attention longer than the TikTok reel.

Some of these issues that we as older generations see in Gen Z might be incredibly frustrating. We want them to act exactly as we do, but you may’t expect certain behaviors to appear out of nowhere. And studies show rapid growth mental problems with Gen Z (but I actually think the increased use of social media and easy gratification is affecting us all), which further puts them at a bit of a drawback because they are afraid to speak up for themselves, have low self-esteem and energy, etc.

Here’s the reality: Generation Z is the future. The future of the present. Our goal at Bear Icebox is to empower Gen Z employee bees to rise above the plate and turn out to be true leaders – in their very own way. Here are some of the ways we strengthen our team:

Expression in a protected place

Generation Z is not afraid of expressing themselves. We see it in their outfits and social media platforms. But this fearlessness ends with receiving feedback or speaking up for yourself unknown situations. We strive to encourage our team to speak up and express themselves, especially in these uncomfortable situations. Why? Those who are comfortable being uncomfortable rule.

In my experience, I have at all times spoken up. In fact, in the last few positions I held before Bear Icebox, I used to be actively involved in revising and updating outdated policies. It was dangerous to speak up, but I learned that what sets me apart is my risk-taking attitude. My job now is to encourage the next generation of leaders to do the same.

Engaging collaboration

From my observations, Generation Z wants to be part of something larger than themselves. They want to feel like they are making a difference or having an impact on the world. When it comes to the workplace, Gen Z staff aren’t just chasing money previous generations — they need theirs voices are heard. So give them space to truly collaborate.

At Bear Icebox, we encourage open dialogue and collaboration, not only on client projects, but also on internal policies and practices. The old-fashioned way of management was more like a dictatorship (okay, perhaps that is a bit dramatic, but I like a bit of drama), but latest generations will expect to be as involved in decision-making as their superiors. The ever-changing rules in the workplace since the pandemic have opened the door to this kind of collaboration between managers and employees. And I do not see anything stopping anytime soon.

Embracing reality

Generation Z is very honest. Very, very truthfully. Even though their lives have been structured since giving birth, there is a sweet innocence in their unfiltered vulnerability. In my experience working with Gen Z, they have told me things I’d never have thought to say to my manager, or even my mother for that matter. But it openness and authenticity it’s quite refreshing. Our agency’s mission is full transparency (that is why we founded Bear Icebox), to at all times be honest, clear and open. The truth is that when everyone seems like they might be real and authentic in the workplace, it builds trust for future leaders.

Expecting an open mind

People change from day to day. This is what life is like. And if you may’t keep an open mind, things can get complicated. For me, an open mind is not only about accepting another person’s ideas and way of life, but reasonably about remaining open to that person when things change. Gen Z is likely to go through a lot of changes – as they need to. They are young and whether we have the patience for it or not, they are still learning. In fact, we are all still learning. But the learning part is easier when we do it together. Expect an open mind, expect change and discomfort. This will make you less stiff and hopefully less frustrated.

As leaders preparing the world’s latest leaders, we must show our strength by serving as a foundation for the younger generation. With all our experience and wisdom about what behaviors worked and what didn’t, we actually have the power to make things higher. When we complain, we do nothing. Magic happens when we act.