Hi Reader!
This Week's Focus: Understanding the unique motivational drivers of Gen Z employees and how to leverage them for peak performance.
The Motivation Myth: 73% of managers assume Gen Z is motivated by the same factors as previous generations. They're wrong. And it's costing them top talent.
Debunking Gen Z Motivation Myths
MYTH: "They just want work-life balance and don't care about advancement."
REALITY: They want work-life integration and faster advancement than previous generations
MYTH: "They're not loyal and will job-hop for any opportunity."
REALITY: They're loyal to managers who invest in their growth and align with their values
MYTH: "They need constant praise and can't handle criticism."
REALITY: They want frequent, specific feedback to improve quickly
MYTH: "They don't respect authority or hierarchy."
REALITY: They respect competence and authenticity over title and tenure
The M.O.T.I.V.A.T.E. Framework for Gen Z
M - Make Impact Visible
- Connect daily tasks to the larger company mission
- Show how their work affects customers or colleagues
- Share success stories that include their contributions
- Quantify the impact whenever possible
O - Offer Growth Pathways
- Create clear skill development opportunities
- Provide stretch assignments regularly
- Support side projects that build relevant skills
- Map out potential career progression
T - Trust with Autonomy
- Give ownership over processes and decisions
- Allow flexible approaches to achieve goals
- Resist micromanagement urges
- Let them fail safely and learn from mistakes
I - Invest in Their Future
- Provide learning and development budget
- Support conference attendance or course enrollment
- Connect them with mentors in their areas of interest
- Have regular career development conversations
V - Value Their Input
- Ask for their opinions on processes and strategies
- Implement their suggestions when feasible
- Explain decisions when you can't use their ideas
- Create innovation time for experimental projects
A - Align with Their Values
- Understand what causes they care about
- Connect company values to their personal values
- Support their involvement in relevant initiatives
- Be authentic about company culture and challenges
T - Tailor Recognition
- Learn how each person prefers to be recognized
- Provide immediate feedback on achievements
- Use peer recognition platforms or channels
- Connect recognition to their career goals
E - Enable Work-Life Integration
- Offer flexible schedule options when possible
- Respect boundaries around after-hours communication
- Support their outside interests and commitments
- Focus on results, not hours worked
Gen Z Motivation Assessment
Rate your current approach (1-5):
Impact Connection
- Do your Gen Z team members understand how their work matters?
- Can they see the results of their contributions?
- Do you regularly share success stories that include their role?
Growth Investment
- Are you actively developing their skills?
- Do they have clear advancement opportunities?
- Are you preparing them for their next career step?
Autonomy & Trust
- Do they have ownership over their work processes?
- Can they make decisions within their scope?
- Do you focus on outcomes rather than methods?
Values Alignment
- Do you know what causes they care about?
- Does their work align with their personal values?
- Are you authentic about company culture?
Quick Wins for This Week
✅ Monday: Ask one Gen Z team member what makes work feel meaningful to them
✅ Tuesday: Connect one person’s task to its bigger impact on the company or customers
✅ Wednesday: Identify one growth opportunity you can offer to someone on your team
✅ Thursday: Give specific, immediate recognition for something someone did well
✅ Friday: Ask your team what kind of feedback helps them improve fastest
Want more tools like this?
Want 25 more leadership practices like this? Join my upcoming masterclass "From Manager to Leader: The Mindset Shifts That Matter" – it's happening September 5th at 2 PM EST.
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