Generations Y and Z in Russia: similarities and differences. Generations X, Y, Z: how to understand them? Generation x years of birth

⁰

Today everyone is discussing the generations of the future -Y,Z andA, while the most economically active people of the generation remain X. Little is said or written about them, but they are the ones who shape the future of the world economy and politics. About who the people of this generation are X, and how they differ from representatives of other generations, read our article.

The most active economically today are representatives of the so-called generationsX. It largely influenced the formation of modern business conditions and made an invaluable contribution to the development of the global economy. Representatives of Generation X have a unique value system that allows them to achieve high results in all areas of life.

The value system of representatives of generation X

This system is a set of behavioral and social attitudes that have developed under the influence of many factors. The system has a direct influence on a person’s opinion regarding certain phenomena and things that he encounters throughout his life. It is she who is the main guideline in the process of making important decisions. Changing the value system during life is possible, but it is extremely rare.

Due to the huge variety of values, they are usually divided into several main categories. Most often, researchers identify 2 types of values :

Value #1

Spiritual

This category is one of the fundamental ones. This includes all attitudes and ideals, under the influence of which an individual’s ideas about good, justice, beauty, goodness, evil, and so on are formed. It is on the set of spiritual values that ideas about what is necessary and proper, preferences and desires, aspirations and attractions depend;

Value #2

Material

Material values include consumer values expressed in material form: basic necessities, private property, availability of goods and services.

Each person's final set of values is individual and unique. It is quite difficult to take into account every element of this system. However, there are certain combinations of values (gender, family, national, professional) that are inherent in representatives of certain “generations”.

Generation theory

For the first time, several scientists started talking about this theory in the first half of the 90s. According to this theory, approximately every 20 years a new generation of people is born whose value system is radically different from the value system of their parents or grandparents. The formation of the value system of a representative of each new generation actually ends by the age of 11-15, after which it is only supplemented and strengthened. Already at this age, you can notice the first differences: attitude towards other people, money, material and spiritual goods, style of consumption and behavior in general.

The calculation and description of “generations” begins at the end of the 19th century. Each generation has its own unique values, which were formed under the influence of many factors. The activities of representatives of each generation provoked the creation of new conditions, which, in turn, began to influence the formation of the value system of the next generation.

The Lost Generation (1890 - 1900)

The first generation discussed in the mentioned theory are people born in 1890-1900. This era is characterized by social inequality, stratification of society, disappointment in civilization, cultural decline and decadence. Representatives of the “lost generation” grew up and were formed under conditions of despotism and monarchism, and the most important event of that era was an unprecedented global military conflict - the First World War and the collapse of the imperialist state. As a response, representatives of the generation took an active part in revolutionary events, the formation of modern states, the creation of new ideas, the development of science and a new culture.

Winners (Greatest) (1901 - 1925)

According to different versions, representatives of this generation were born from 1901 to 1925. These people grew up in an era of global changes in the social and political world order. Bold ideas, new directions in science and technology, the strengthening of totalitarian and authoritarian societies - all this influenced the value system of representatives of the “generation of winners”. People born at this time were participants or witnesses of the Second World War, the creation of the UN, and the post-war restoration of world order.

Silent (1925 - 1945)

People born before and during the Second World War (1925-1945) are usually called the “silent generation”. They had to grow and live in the post-war era, restore the destroyed economy and industry. The period of their activity saw the beginning of the Cold War, slow but steady economic growth, a gradual improvement in living conditions and quality of life, the absence of global upheavals, and the strengthening of power structures. However, these people had an extremely difficult childhood, which could not but leave an imprint on their entire lives.

Baby boom (ME) (1946 - 1964)

Representatives of the silent generation and the “winners” produced a huge number of children, resulting in a population explosion (1946-1964). The baby boom era marks the beginning of the sexual revolution, the rise of rock music and hippie culture. Authoritarian rulers no longer suited society, which often led to unrest and local conflicts. Demonstrations, rallies, public performances and protests became typical of this era.

At the same time, protest sentiments and narcissism begin to prevail. People of the “Me Generation” gave preference to self-realization, abandoning generally accepted social responsibility. This generation was one of the first to begin to say that the main thing in life is to have fun and change the world. Baby boomers actively promoted ideas of equality, non-violence, democracy and tolerance.

Generation X (1965 - 1979) (according to some researchers - according to 1982)

The socially active and freedom-loving baby boomers were replaced by representatives of Generation X, born from 1965 to 1979 (according to some researchers - 1982). In some cases, all children born before the 1990s and even 2000s are included here, but this is incorrect.

The formation of the “X” value system was influenced by: the war in Afghanistan, the Chechen war, the stagnation and fall of socialist regimes, the end of the Cold War, the opening of borders, freedom of movement, globalization, the increase in the number of emigrants, the fall and subsequent rapid growth of the economy.

Representatives of the unknown became even more independent from the official authorities. However, in contrast to the worldview of the baby boomers, attempts to change the world have been replaced by the absolute or partial indifference of the “Xers” to what is happening in the political arena. Sexual relations outside marriage became the norm, as did a lack of religiosity and patriotism. Representatives of Generation X have become more likely to get divorced, but family values still play a primary role for them.

These people are not used to stability. Before their eyes, the entire system of the world was changing radically, and they became accustomed to the difficulties associated with these changes. Infantilism and decadence are alien to them; they are active, smart, and can be called “punchy.” They rely only on themselves, always have a plan “B”, do not get lost in the face of difficulties and are ready for any difficult situations.

"X" changed the world beyond recognition. These people are characterized by high efficiency and productivity, they are persistent and diligent. For “X people,” career, level of education, and material wealth play an important role. They strive to be successful, but often do not look for new paths, but use long-proven routes.

Aigun KURBANOVA,
HR director at Relief company

People over 45 are professional and efficient, without unnecessary ambitions. Explain this to company management

Sometimes employers are afraid that subordinates will be older than the manager. But it's not scary! The main thing is to entrust older employees with suitable work that is not associated with high pace and constant stress. And there is always enough such work at the enterprise. For example, we have many employees in our company who are turning 50 this year. Just a year of anniversaries. And all these specialists work productively. Therefore, I am happy to hire people over 45 years old into my department. They are more efficient, reliable, professional, and at the same time they do not have excessive ambitions (like a university graduate who can’t do anything, but wants a lot). I can rely on such an employee, as I am sure that everything will be completed 100%. After all, he has both responsibility for the result and an unwillingness to lose his job. This is exactly what HR directors should explain to the company’s top managers.

Millennials (Y, YAYA) (early 80s - late 90s)

Most economic models and incentive systems were created specifically for Xers. Thanks to this, the HR director can quite quickly achieve an increase in labor productivity, using a “standard” set of motivators, both tangible and intangible.

“Xers” are used to achieving everything themselves. Career and life in general for them is a kind of step-by-step strategy. First you need to graduate from school, then go to college or university, get a profession and “credentials”. After this, the newly minted specialist comes to the enterprise and starts from the “bottom” - working as line or junior office staff with the prospect of slow but sure career growth. “Xers” achieved (and still achieve) managerial or expert positions at the age of 30-40 years.

Employee motivation X

In most cases, rapid career growth is impossible for them. Representatives of the “Xers” try to “sell themselves” more profitably, but at the same time they understand that in order to implement such a plan they need to meet the stated price. Empty ambitions are rare for them; they know their worth well and demand adequate remuneration for their labors.

Material motivation plays a huge role in stimulating Generation X workers. Advancement up the career ladder, obtaining new powers or responsibilities, solving assigned tasks, fulfilling a production plan - all this should be noted not only in the form of praise or recognition of merit from management, but also with quite tangible material rewards. The increase or bonus itself may even be insignificant, but it must be there.

The most effective way of non-material motivation for X employees is the opportunity to gain new knowledge and improve their skills. Courses, seminars, business trips, webinars - all this will be appreciated by representatives of generation X.

An equally important role is played by recognition of merit - public awards, provision of a personal workplace, personal benefits, and so on. An excellent way to recognize the merits of such an employee is to appoint him as a mentor who should train newcomers to the team. With this technique, the HR department can decide immediately 3 problems:

Problem #1

Increase mentor motivation

By appointing an employee as a “teacher,” management demonstrates its loyalty and trust, which in turn encourages the mentor to perform his own work better;

Problem #2

Reduce newcomer adaptation time

It will be easier for a new employee to join the team and get involved in work processes if adaptation and training are carried out by an experienced employee, and not a representative of the personnel service;

Problem #3

Reduce the workload of the HR department

How to use X's human resources

The “Unknown Generation” was formed at the dawn of the era of media communications, when the Internet and other types of mobile communications were rare rather than the norm. For this reason, for many Xers, live communication and real human relationships are of fundamental value. They are not so dependent on social networks and the Internet in general, so their picture of the world is much more realistic than that of representatives Y and Z.

Characteristics of people from generation X

have a wealth of life experience,
have extensive work experience,
have certain merits
have a good education
diversified,
tactful,
sociable.

These people are most suitable for stable and responsible work that requires perseverance and a thorough approach.

X's are attentive to people and details, so they make excellent managers at all levels. Consistency and predictability of actions allows them to be appointed as managers of serious projects or developing business areas.

Thanks to their business acumen and ability to build working relationships, “X’s” can be safely sent for negotiations to other companies. They can be trusted to carry out serious projects with pre-planned results.

Disadvantages of employees X

Unlike people Y (YAYA), whose representatives are very ambitious, “Xers” can and will work hard. It was this generation that gave birth to the term “workaholism” - dependence on work. An unfulfilled project, failures at work, missed deadlines - all this is taken very seriously and painfully by them.

Excessive workload and responsibility provoke stressful situations that affect the moral and physical health of these individuals. For this reason, “X” people are more susceptible to nervous breakdowns, moral exhaustion and depression. Damage to physical health manifests itself in the form of headaches, decreased sexual activity, heart attacks, early heart attacks and strokes.

Such consequences can only be avoided by regularly alternating “work” and “rest” modes, creating comfortable working conditions and a favorable atmosphere in the team.

Test yourself

What are the 2 main types of values?

gender and family;
professional and national;
spiritual and material.

What is the name of the generation born from 1946 to 1964?

lost;
baby boom;
millennials.

Which generation is most active in the economy at the moment?

Baby boom;

What makes Generation X different?

high efficiency;
reluctance to grow up;
protest spirit, active participation in political and social life.

The main disadvantage of generation X is:

inflated ambitions;
exposure to stress;
dependence on modern technologies.

The modern theory of generations was developed by American sociologists William Strauss and Neil Howe, who tried to describe the history of the United States (and later the entire Western world) as the history of generations that succeed each other: the generation of Prophets is followed by a generation of Wanderers, and after them - generations of Heroes and Artists. The almost esoteric, but not devoid of wit, scheme was much criticized, but still the authors were able to find some patterns in the development of society. Moreover, their observations - albeit with amendments - are also valid for Russia.

Lost generation. 1883–1900

People born at the end of the 19th century were given the name by Gertrude Stein, who picked it up from an old auto mechanic. “That's who you are! And all of you are like that! - Miss Stein. - All young people who were in the war. You are a lost generation.<…>You have no respect for anything. You’ll all get drunk…” Stein became the godmother of the “lost generation”, and the godfather was Hemingway, who made the biting phrase the epigraph to his first novel.

From these young people, who saw how the world was being crushed by the World War, which then had no number yet, many masters of words grew up. And - Stein was right - many of them touched the bottle too often. In America it was Hemingway and Fitzgerald, in Germany - Remarque and Kafka, in Russia the “lost generation” became known as the Silver Age: Yesenin, Mayakovsky, Khlebnikov. The British group “Inklings” - Tolkien, Lewis and Charles Williams - stand apart. Outside of literature, the most famous representative of the “lost generation” - and the most sinister - is Adolf Hitler.

Great generation. 1901–1924

This generation was called great only at the end of the century, in 1998. These men were generally too young to take part in the Russian Revolution or fight in the trenches of World War I, but they faced just as many hardships. The youth of the “great generation” occurred during the civil war and Stalin’s purges in Russia, and the Great Depression overseas. And as they grew up, they had to fight on the fields of World War II.

Journalist Tom Brokaw, who coined the term “Great Generation,” explained their greatness simply: these men and women fought not for glory, but only because “it was the right thing to do.”

If many representatives of the “lost generation” went deep into reflection, their younger brothers, hardened by the Second World War, looked into the future, terrible - like George Orwell, or bright - like John Paul II. Pop culture, as we know it, also began to be created by the “great generation.” They created new characters on paper, like Stan Lee and Jack Kirby, and on screen, like Christopher Lee and Peter Cushing, and invented new music, like Louis Armstrong. The generation of his peers in the 20th century turned out to be a match for him: strong, bright and unbending.

The quiet generation. 1925–1942

The “Silent Generation” are the children of World War II, and overseas, also the children of McCarthyism. They are considered to be conformists and quiet people, The Time, that the place of ambition in this generation has been replaced by an uncanny ability to see good even in bad situations.

All this is true to a certain extent, but among these quiet voices there were several dozen voices of such power that no one could drown them out. Martin Luther King, the Dalai Lama, Che Guevara, Mikhail Gorbachev, Boris Yeltsin - all these are representatives of the “silent generation”, but they were the ones who made history. In art, the “quiet generation” also made quite a bit of noise: Chuck Berry, Elvis and The Beatles showed how to turn the knobs on amplifiers all the way.

And among these same serious people who grew up in serious times, the most ironic and sarcastic voices of the century were found: Woody Allen, Mel Brooks, Monty Python, George Carlin, who taught us not to go through life with an overly gloomy face.

Baby boomers. 1943–1960

The Great Depression ended, so did the war, and the future began to look much brighter - of course, the most noticeable consequence was a surge in the birth rate. The number of baby boomers is the main reason that many developed countries are aging today: in Russia, almost the population is people born between the end of the war and Gagarin's flight.

The post-war baby boom gave its name to the first generation to recognize itself as a generation. They were more active than their parents, more liberated, more successful. Baby boomers turned out to be a fabric of contradictions: they created a consumer culture and demonstratively renounced it, continued the work of their fathers and rebelled against them.

Trying to somehow determine the character of baby boomers, some American researchers divide them into two unequal parts: those born before 1954 and those born later (they are also called Late Boomers). But this doesn’t help much: the former, for example, includes Jim Morrison and Janis Joplin, who were born in 1943, and three US presidents at once: Clinton, Bush Jr. and Trump (by a strange coincidence, they were also born in the same year). The main creators of the computer revolution, Bill Gates and Steve Jobs, were also baby boomers - and, also obeying the strange magic of numbers, were born in 1955.

Baby boomers became the best evidence of the randomness of the very concept of “generation”: they sang about freedom - and they were the ones who sold this freedom for the sake of stability and security.

Generation X. 1961–1981

The generation that took over the baton from the baby boomers became the record holder for the number of names that were given to it. “Post-Boomers” and “Thirteenth Generation” (Americans counted down from the year of the Declaration of Independence), “New Lost Generation” and “MTV Generation”. The name “Generation X” was invented by photographer Robert Capa - only he had in mind those who were born in the last pre-war years. And a new meaning to the apt term was given by Douglas Copeland, who published the novel “Generation X” in 1991.

Generation X was completely different from the Baby Boomers. There were fewer of them: in the early 1960s, the first oral contraceptives appeared on the market. They were more ethnically diverse: the number of migrants to the United States was growing, and Martin Luther King declared that he had a dream. They were more independent: often both parents worked late - and the children, returning from school, opened the door with their own key (hence another nickname for the generation - latchkey kids, “children with keys”).

“Generation X” is usually associated with the birth of grunge, but it also gave us modern hip-hop and Rʼn’B (MC Hammer was born in 1962, Beyoncé in 1981, and everyone from Tupac to Eminem in between). David Fincher, Wes Anderson, Quentin Tarantino and the Wachowski siblings shredded the old film language and created a new one from its ruins. Sergey Brin in the USA and Segalovich and Volozh in Russia launched the Internet into a new orbit, and Elon Musk began launching rockets a little later. YouTube is also their brainchild - who else could create the main video platform in the world if not the MTV generation?

Generation X was left to its own devices, and this served them well. Many of them were lost, but contrary to predictions, they never became the “new lost generation.”

Generation Y. 1982–2000

After “Generation X” came, oddly enough, “Generation Y” - the children of the late baby boomers, the last flowers of the 20th century, who have matured in the new century. Hence their second, ingrained nickname - millennials.

It is customary to treat this generation with slight contempt: supposedly they are selfish, unserious, do not look up from their smartphones and can concentrate a little better than goldfish. There is some truth to this: Millennials grew up with the Internet, they coined the phrase YOLO, selfies and Snapchat. They live longer with their parents and generally seem to shy away from growing up, for which sociologist Kathleen Chaputis called them the “Peter Pan generation.” Their financial situation is more precarious than others, since their youth and adulthood occurred during a period of economic recession.

But in any case, it is “Generation Y” that owns the world. It was they, the most liberal people in history, who elected Obama as President and almost elected Bernie Sanders, it was they who invented Facebook and VKontakte, it was they - Kendrick Lamar, Taylor Swift, Nicki Minaj, Ed Sheeran, The Weeknd - who became the main stars of the new centuries. And while the young punks are growing up, they will still be the main generation of our time.

It would be Trump (however, there is a lot to these studies). But these same guys embark on adventures, launch startups during breaks and are not afraid to go out into the square - some for freedom, and some for hype. This young, unfamiliar tribe has already begun to change the world - and we will very soon find out how.

Generation Z in Russia there are approximately 21 million boys and girls who were born between 2001 and 2010. These children and young people do not know a world without financial crises, the Internet and cell phones.

Their life position, foundations and values are completely different from those who were born earlier. It is believed that Generation Z people will represent the most active, resourceful, knowledgeable and entrepreneurial population. Until they are fully formed into a full-fledged workforce, we offer you some facts and characteristics of generation Z for your information. This information will help you better get to know the representatives of this generation, determine what is important to them, as well as how to hire them and offer them your services .

The best employees are enterprising employees. They are full of new ideas, they are ready to work hard and take responsibility. But they are also the most dangerous - sooner or later they decide to work for themselves. In the best case, they will simply leave and create their own business, in the worst case, they will grab your information, a pool of clients and become competitors.

If you are already a subscriber to the General Director magazine, read the article

Theory of Generations X, Y and Z

In 1991, American scientists Neil Howe and William Strauss developed the “Generation Theory”. A generation is a collection of people born in a certain time interval, exposed to the same external factors, incidents, methods of education, with similar life priorities.

We are not aware of the impact of these priorities and values, but they largely determine our lives: the manner of communication, ways of resolving conflicts and creating teams, development paths, making purchases, motivation, setting goals and managing people.

The formation of values occurs at a very young age (up to about 10-12 years). Over the next years, their transformation or even a radical change is possible, but this is practically impossible without the influence of important events in the world, society and the life of the person himself.

This theory identifies and describes periodic generational cycles. One cycle consists of four generations. The time phase during which people of one generation are born is approximately 20 years, respectively, the duration of one cycle is about 80-90 years. When the cycle comes to an end, a new generation begins, possessing the values and traditions characteristic of the first generation of the previous period. Children who were born at the junction of generations absorb the priorities of the two groups and represent a transitional, or echo generation.

Generations of a new cycle duplicate the main features of the corresponding generations of previous cycles, therefore the change of generations is compared with the seasons and is divided into the following types:

“Autumn” (Heroes) are active, self-confident warriors who mainly fight for existing values, rather than create new ones.

“Winter” (Accommodators) are lonely, indecisive, even weak conformists who choose an opportunistic lifestyle.

“Spring” (Idealists) are rebels, activists, changing the world around them and creating a bright future.

“Leto” (Reactionaries) – fickle, sarcastic, nihilists deceived by false hopes for the happy functioning of the existing system.

At the moment, the following types of generations are distinguished:

Generation GI (born 1900–1923)
Silent Generation (born 1923–1943)
Baby Boomer generation (born 1943–1963)
Generation X (born 1963–1984)
Generation Millennium, or Y (born 1984–2000)
Generation Z (born in 2001)

Generations X, Y and Z and their characteristics

Generation X(Unknown generation). Born in 1963-1984 (“summer”, “nomads”). Their personalities were formed under the conditions of the Cold and Afghan wars, information isolation, drugs, AIDS, total shortages, economic stagnation, and the beginning of perestroika. A wave of divorces swept across the country, which made Gen Xers more flexible in their relationships with others, and the constant absence of parents from home due to work pressures - more independent.

Baby Boomers did not see raising children as their calling in life. In their opinion, a child who independently copes with the difficulties that arise will be happier than a refined child. Therefore, in childhood, the Xs rode bicycles and scooters around the city, warmed their own food and knew how to cook simple dishes in case their parents were delayed in the service again.

The consequence of such a childhood was constant mobility, readiness for reforms and confidence only in one’s own strengths and one’s own experience. Gen Xers are more reluctant to ask for help. Most of them are introverts and try to avoid large events and crowds. Even when choosing a hobby, the emphasis is on non-team sports: as a rule, boxing and wrestling for boys and figure skating and gymnastics for girls.

The main priorities in life are time and the right to choose. The greatest pleasure for people of this generation will be work that allows them to create and not limit their imagination and originality of thinking. The best vacation is a relaxing time in a boarding house, sanatorium, or on the beach.

At the same time, Gen Xers are cynical and entrepreneurial. For them, the definition of “patriotism” loses its meaning, since they were brought up behind the “Iron Curtain”, in isolation from the influence of other countries. Their homeland is family, children and immediate surroundings.

Generation Y(the Network generation, the Millennium generation, since its representatives graduate from schools already in the third millennium). This is the population that was born during the "autumn" period, 1984-2000 ("heroes"), who, according to generational theory, have similar characteristics to the GI generation.

The main historical events during the period of their formation as individuals were the collapse of the USSR, regular terrorist attacks, epidemics of new diseases. And all this happened along with the rapid development of digital, communication, information and biotechnologies. Ys are simple-minded and prone to collective activities. Generation Y people are good with computers, so it is easier for them to find a soul mate many kilometers away from their locality than to maintain communication with their nearest neighbor.

Scientists call Yers the “thumb generation” because of their habit of texting with their thumb while holding the phone in one hand. For them, there is practically no difference in the virtual and real world, since they combine them in their lives without unnecessary difficulties, spending time daily in correspondence, blogs and computer games. These are gentle, spoiled creatures, practically devoid of the independence that their parents possessed. They formed a well-led generation, but at the same time convinced of its indispensability and significance.

They do not believe in future rewards; it is important for them to receive their due payment immediately. For people of this generation, a sense of duty and high moral principles play a more important role than among the previous generation. Y-ers are the fashion-savvy generation of brands. Fashion is their principle, and the main goal in life is to get maximum pleasure from everything they do. Adrenaline and positive emotions are what generation Y want to feel even from playing sports. The most preferred sports equipment is roller skates, a skateboard or a bicycle.

Generation Z(Generation Z, Net Generation, Generation M, Internet Generation, digital generation, lost generation, winter period). These are guys who were born from 2001-2003 (according to various sources). Generation Z children live in times of regular economic crises. The powers of the authorities are becoming stronger, the state is gaining greater power and influence. Large networks absorb small firms, everything powerful grows stronger, and the weak perishes. Humanity is constantly on the lookout for terrorist attacks and new deadly epidemics, such as swine flu or Ebola.

An important characteristic of generation Z is their parents, elderly representatives of generation X and young Y-ers. For Generation Z, what was previously called “future technologies” or “new technologies” is their present. This is the biggest difference from Generation Y, whose young years passed before the technological boom.

Characteristics of Generation Z

Feature 1. We are accustomed to the easy availability of information.

All people over 30 have been accustomed to waiting and remembering from a young age. All cartoons and TV shows could only be watched at a certain time. There was no Internet, and the story of interest could only be watched at the time scheduled by the television channel. It was customary to know the phone numbers of relatives and friends by heart, so as not to carry a phone book with you all the time. Everyone was in constant anticipation of something, they were in a hurry and teaching! Everyone except Generation Z.

Generation Z technologies – digital and mobile inventions. These guys don’t have to memorize numbers (why? After all, everything is written down on the phone), wait for their favorite shows and movies (why? After all, there is cable television and high-speed Internet).

It would seem that all the advantages of the availability of information that previous generations could only dream of have deprived representatives of Generation Z of the need to remember and know many things. Therefore, they are unlikely to remember the dates of significant events for our country, the authors of great works and mathematical formulas...

But Generation Z analyzes a significant amount of information without any problems and quickly finds the necessary answers.

Feature 2. They do not like strict schedules and schedules.

Older generations could not imagine their lives without a strict schedule. To kindergarten - by 8.00, to class - by first bell, work - from 9.00 to 18.00, evening news at 21.00. The generation born in the 1990s did not adhere to such strict frameworks. Therefore, when generation Z was just born, the system of conscious motherhood entered into life, mothers preferred to raise their children themselves, without sending them to kindergarten, the school schedule and the authority of teachers decreased, and favorite cartoons could be watched at a convenient time.

As a result, representatives of Generation Z do not understand why they work in an office according to a strict schedule and why they have to work all day long, and not when they have strength and inspiration.

For generation Z, work is a set of goals and tasks that must be completed within a certain time frame. Something like a familiar computer situation in which the hero must find a treasure, coping with all the difficulties, otherwise his princess will be eaten by a dragon. Until the evening, the hero can do nothing at all, because the condition is this: you need to complete all tasks BEFORE darkness sets in. And generation Z is not accustomed to doing something in advance, BEFORE the set time.

Feature 3. Frivolity in relationships.

Generation Z, whose characteristics differ significantly from older generations, perceives relationships, both friendly and work, very carelessly. Z-v has several hundred friends and subscribers on social networks, and they, without hesitation, will add their boss as “friends” and comment on his photos without a drop of doubt or embarrassment.

Because of this frivolity in relationships, Gen Z has a hard time forming lasting connections. If suddenly they no longer feel comfortable at work, then they will write a letter of resignation without unnecessary worries. Moreover, representatives of Z-ers do not recognize hierarchy and will not obey simply because this person is a leader.

But they have an undeniable advantage - a wide circle of contacts, and, accordingly, general erudition. Almost every member of Generation Z has among his friends a doctor, a teacher, an insurer, and a bank employee. Z will not hesitate to consult each of them on the necessary issue. Thanks to the active use of social networks, this generation is always up to date with the latest events - in the field of fashion, the film industry, modern technologies and developments, and the political situation. Generation Z is actually a source of information. The most important thing is to know how to use it.

Feature 4. No interest in careerism.

The Millennial generation planned their lives for many years ahead. Purchasing or building housing, landscaping, buying a car, career growth... The psychological characteristics of generation Z are such that they are disgusted by even the thought of planning. Living only today and now is their principle.

As soon as a representative of this generation loses interest in work, he will leave even the most successful and profitable project without regret. Z-s are capable of exchanging the expected increase for a downshift if they suddenly get carried away with it.

It is worth considering that generation Z goes to work not for a prestigious position or a big salary, but to complete an exciting task. If you can interest him, you will get an enthusiast who can work on an irregular schedule and for low pay.

How to work correctly with generation Z

Provide them with parental care

Generation Z, whose formative years taught them to be independent, start earning money at the age of 16, and at 20 they already consider themselves adults and independent. But that's not true. According to research by analysts at Sparks and Honey, 60% of representatives of this generation manage to change three jobs by their 20th birthday, but 95% have still not moved out of their parents.

Zs are not ready to solve the problems that arise in any adult. All their lives they acted according to their parents' plan. Mom and dad decided for Z what club he would go to, what sport he would play, what extra classes he would take, what subjects he would go to a tutor for, and what elective exams he would take. As adults, this generation still wants their lives to be planned out by other people. Therefore, in order for them to successfully complete tasks, everything must be described in detail, dividing it into points. As it was in childhood.

Don’t: “Prepare a report on sales of our branded office supplies.”

To do: “By next Wednesday, make a report on the sales of our branded office supplies. This report should include a graph of curves relative to last year's sales. You can get the initial data from Anna, Vladimir will help with the calculations, Evgeniy will draw up the graphs. This report is very important and will be presented at the investor meeting. Nikolai will supervise the completion of the task.”

In the first option, a representative of Generation Z will search on the Internet how to make a report. He will try to fit his data to the examples found, he will do something somehow, just to deal with this task.

And if you use the second option, then Z will complete the task, strictly following the instructions, taking into account the deadline. But at the same time, he will approach it responsibly and creatively, for example, by creatively designing the presentation.

Generation Z, unlike Y-ers, does not consider strict boundaries to limit their imagination. This is how Y thinks:

A task without restrictions → “I can do it better than others” → does it to his own taste → the manager is dissatisfied and annoyed → the task needs to be corrected → Y is annoyed.

Here's what Generation Z thinks:

A task with restrictions → “I’ll do it as expected” → add a little imagination → the task is completed within the limits, but unusual → the boss is satisfied → the task is closed → Z is a good “son”.

Generation Z projects the task onto their childhood. Y-“mother” sets the task. Z is calm because he knows that Y is on his side. This is a familiar and calm situation. And when quiet, the Z works well.

Invite them to become supermen

Generation Z and other generations have different motivators for completing tasks. For Zs, interest is of great importance. The main components of their comfort are the absence of boring frameworks and the presence of an interesting task.

This can be easily seen in the following example. Students from the Institute of Agriculture were sent to practice at the agricultural company. To successfully complete the second course of study, it was necessary to fill out an animal observation diary. The students completed the task, but did it lazily and dishonestly.

Then it occurred to the chief engineer to invite students to take part in the work to create a system with artificial intelligence. He explained that the purpose of the system is to reduce resource losses. In order for the system to function fully, data collected by trainees is necessary. After this, the students began to take a more responsible approach to the task at hand and gave productive suggestions for optimizing the operation of the system.

The advantage of Generation Z is that they can solve several tasks simultaneously without losing quality, and in a short period of time. But they are unable to complete a task if they do not understand its essence. They need to know what exactly needs to be done, why and how it relates to the company's goals.

Don't: Create five different product packaging options (for multiple audiences) and send to marketers.

Do: We are planning to expand, so you need to develop five packaging design options. By introducing changed packaging, we will be able to attract new consumers.

In the first case, a representative of Generation Z will complete the task, but will rely only on his thoughts and preferences, and in the second case, he will complete it as management expected. Z will monitor a significant amount of information, identify the main points and create a new solution.

Generation Z will take several consultations from their peers and experts on social networks, which will save time. Y may be much more educated and erudite than Z, but will spend more time on the same task. Z has a hard time remembering information, but he knows where to find it. He will quickly complete this task. Speed is a reflection of Generation Z.

Clearly dictate the rules of your game

For Generation Z, there is no hierarchy even in work relationships. They treat their colleagues and management in a friendly manner. Z will not be shy and if a question arises, he will consult not with a colleague, but through a message to his boss. When collaborating with representatives of generation Z, it must be taken into account that they will respect Y as a person, and not as a leader.

Z does not like to live according to a schedule, adjust to a schedule, or work within normal working hours, because he believes that one should work according to inspiration and convenience, and not according to orders.

Z thinks of work as a combination of tasks that must be completed conscientiously and on time. Time is the only valid limiter. Failure to meet the deadline will result in punishment, as was the case in childhood.

Don't: Prepare tender documents for me and respond to consumer complaints.

Need: By Monday morning, the tender documentation should be ready: conditions, provisions, our recommendations, presentation. You have until Tuesday evening to review and respond to customers' complaints. You must first provide me with a draft report. Don't forget that we have introduced penalties for being late.

In the first case, Z will complete all the tasks, but even if he knows that it is urgent, he will not rush. In the second, the documents will be prepared on time. And if he is late with the change and receives a fine, he will take it calmly.

People Z do not accept strict control over themselves, but at the same time they calmly work under restrictions (deadlines, fines, etc.), perceiving these as special conditions of a computer game.

Offer tasks designed for quick results

Generation Z are realists. They have seen how the plans of older Y-ers were dashed, so they do not want to take on unsolvable tasks, so as not to worry in the future. Zs are determined to win and do not like to experience defeat at all.

Ambitious tasks are not for Zs, this is the prerogative of Ys, who are very eager to achieve them, but so far have been unsuccessful. If you set an ambitious task for Z, then you need to divide it into smaller and achievable goals.

Don't: Our company's profit should be increased by 50% by next year.

Do: You should identify the factors limiting the company's sales and get rid of them. Then determine which innovations will increase profits. At the same time, think about how to reduce current costs (deadlines and level of responsibility should be established for each task).

In the first case, people Z will come to the conclusion that boss Y is nagging and deliberately sets impossible tasks. In this situation, it will be easier for them to quit and start looking for a new job. And in the second case, they will try to complete tasks as quickly as possible in order to report to Y.

Z, unlike Y, is not career-oriented. It's too long and boring for him. He works for the sake of interest, and not for career growth and making money. Salary is a pleasant bonus, thanks to which you can buy trips, courses and pay for entertainment. Z is not a creator, but a performer who is interested in solving assigned tasks, like a puzzle.

Promise rewards

For Zs, the value of the reward is not important, but the lack of reward at the end will devalue the task itself. The reward may not be too large and conditional, but its presence is mandatory.

The Yandex company offers its employees comic raises. After a year of work in the company, a person is assigned the status of “guardian of the coffee point.” The longer the service period, the higher the joke position. Such “titles” do not carry with them any advantages, but, according to research by Milenian Branding, it became known that generation Z would prefer a minor career advancement after a certain period of time rather than a high position at some point.

Generation Z people need to know their immediate future. They are used to living in comfort and peace. Zs must know not only the time required to solve the problem, but also the date when the first victory will be achieved.

No need: after completing the internship, we will consider your candidacy and, if we are completely satisfied with you, we will hire you full-time.

Need: we are ready to take you on an internship. If you perform well during it, then at the end we will raise your salary and accept you on a probationary period. If you fail to complete your assigned tasks, we will be forced to fire you. And if you are proactive and efficient, you will be included in the staff.

In the first case, Z will be scared and continue looking for work, and in the second, he will work hard to establish himself and reach the next stage.

Generation Z people are focused on achieving quick results. They expect success after the first effort. The next stage may be more difficult, but it is also doable and limited in time.

7 tricks on how to adapt to Generation Z for the benefit of the company

Sometimes it seems that it is better not to build business relationships with generation Z: they are capricious, lazy and poorly motivated. Moreover, the generation after Z will soon come - the incredibly talented Alpha prodigies, who will grow into promising leaders.

Z people are thoughtful performers, they are flexible and easily transform into serious workers.

1.Write clearly, point by point, speak briefly, explain clearly. According to Microsoft employees, Generation Z children only listen to new information for eight seconds. They are unable to concentrate on long messages. The speaking task should consist of approximately 25 words and be broken down into sub-items. Each point should also be a maximum of 25 words. has trouble remembering information because he knows that everything can be found on the Internet. A written task will help you remember the details.

2.Outline the problem in the form of a comic strip. The new generation understands pictures better than words. Illustrated tasks and video instructions are more effective for them. This also applies to larger tasks, such as the company's development strategy.

3.Give it a like. Z has been praised by his family and teachers since childhood. They were awarded prizes for all their achievements, they even got likes for their photos on social networks. -s cannot work without encouragement and praise. The reward does not motivate them to solve the problem better, but its absence knocks them out of their working rhythm.

4.Don't deprive them of gadgets. According to research by the Childwiz company, he uses all modern gadgets every day. Setting a task in the form of a program has a greater impact on them than a meeting. Introduce modern technologies into the work of the company, do not prohibit the use of social networks and do not force them to maintain only paper documentation. This will increase Z's performance.

5.Give them some leisure time. This generation is used to having fun. The information does not need to be presented in an instructive form, this will only turn Z away from work. Allow them to develop and learn as they wish, which will increase their commitment to the firm.

6.Find them friends. Despite all the virtual friends, the Zs are lonely. There is no substitute for live communication. They only look relaxed and sociable, but in fact they have virtually no relationship building skills. Involve them in the team, let them feel involved in the team.

7.Set a clear deadline. Generation Z people understand the importance of time limits, but often violate them. Set strict deadlines and fines for violations. Once such control is established, irresponsible workers will be weeded out themselves.

How do representatives of three generations—X, Y, and Z—work, build their personal lives, and perceive the world around them, and what forms the main differences between them?

Photo: tomshw.it

Career

X: They value career more than money

Generation Xers have replaced the Baby Boomers. Typically, these include those born from 1965 to 1980, but some researchers extend this period to 1963-1983.

Sociologists describe their approach to their careers as a desire to take on challenges, collaborate with colleagues, and solve a wide range of problems. In their careers, they are driven by internal motivation: the realization of opportunities, new knowledge and the development of potential are more important to them than material rewards, avoidance of punishment or the opinions of colleagues. At the same time, as a study by the international HR management company DDI showed, representatives of Generation X occupy 62% of leadership positions in the world. Baby boomers account for 18%, millennials for 20%.

Y: View work as a temporary phase

Generation Y, or millennials, are those born between 1981 and 1995. Professor Andrius Valikas, a professor at Mykolas Romeris University in Vilnius, who specializes in human resources management, studied how millennials approach work. He describes them as employees who are committed to their careers and specific projects, but they lack loyalty to the organization for which they work. This sets Millennials apart from previous generations. Representatives of Y most often view their current work as a temporary stage in which they gain new knowledge and skills.

Z: They want to build a career online

Representatives of Generation Z—centennials—were born with a smartphone in their hands. These include those who were born after 1995. A successful career in the eyes of the most digitalized generation is directly determined by the Internet and applications. Thus, the most attractive profession for centennials is a popular Youtube video blogger - 37% of survey respondents dream of such a career. In second place (35%) is a software developer. About 32% of respondents would like to become popular Twitter users with 1 million followers, and another 26% would like to become famous journalists.

Attitude to money

X: Value wealth, think about the future

Personal relationships

X: They value marriage and are not afraid of divorce

Generation X saw an increase in divorce rates. This is due to the fact that women have begun to feel less financially dependent on men, and social prejudices about divorce are disappearing. For this generation, marriage ranks fifth in the list of characteristics of an ideal life, according to the American market research agency Collage Group. The top three were health, family - meaning parents and relatives - and a sense of happiness.

Y: Not in a hurry to get married

American sociologist Kathleen Chaputis calls millennials the Peter Pan generation. They tend to put off all the things their predecessors did much earlier—buying a house, getting married, and having children. According to the Pew Research Center, millennials are changing traditional family patterns and only 26% of Americans ages 18 to 32 are married. When Generation X was the same age, the percentage of those married was 36%.

Among Russian millennials, marriage and the birth of children are more common, according to a study by the communications agency PBN Hill+Knowlton Strategies together with the independent research company MAGRAM Market Research. More than half are married or living with partners, and 31% of millennials have children.

Z: Falling in love by swiping

It is still difficult to assess how Generation Z will build families, since its representatives are still growing up. What is certain, however, is that technology is shaping the way they make new acquaintances, flirt, and form romantic relationships. For example, a study by LivePerson found that 65% of millennials and centennials communicate more often via smartphones than in real life.

Technologies

X: Confident digital migrants

Representatives of Generation X witnessed the emergence of the first computer and the “boom” of mobile technologies. They remember using faxes in offices, and many of them have desktop computers at home. According to the American marketing company WordStream, this generation is the most active in using email compared to SMS and instant messaging. As a rule, they also have accounts on social networks like Facebook or Twitter. A Pew Research Center survey of Generation X Americans found that they are more likely to have a desktop computer in their home than millennials.

Y: Born with the Internet

Their best friend is a smartphone, most often an iPhone. Millennials are keeping up with Google, Facebook and Instagram. This is the first generation that was born with the existence of cable television, the Internet and mobile phones. In other words, technology is part of the DNA of Generation Y. As they grew up, mobile technology and the Internet were already significantly transforming everyday things like shopping and paying for utilities. Millennials don’t need to be told that all of the above can be done with a couple of swipes on their smartphone.

The interests and aspirations of this group are directly related to what is happening on social media profiles. For Western countries, this is Facebook, which is why generation Y is often called the “Zuckerberg generation.” 24% of millennials believe active use of technology is a distinctive feature of their generation. More than 74% believe that technology makes their life easier and better. About 32% of millennials aged 18-24 check social media even while on the toilet.

Z: Technoholics

Virtual reality, 3D printing and self-driving cars are technologies that this generation will be on a first-name basis with. According to a study by the world's leading developer and manufacturer of data infrastructure equipment, CommScope, representatives of Generation Z check their smartphones every three minutes, and about a quarter every two minutes during the day. Moreover, about 70% of those who look at their phone screen more than 30 times per hour are centennials aged 18-22 years.

Another distinctive feature of this group is the active use of social networks and the creation of their own content for them. Thus, almost half of Z-representatives create online content at least weekly. Most often these are photographs and videos.

Tatyana Kondratenko

“Each generation has a goal in itself, carries justification and meaning in its own life, in the values it creates and in its own spiritual uplifts, and not in the fact that it is a means and instrument for subsequent generations...” (Nikolai Berdyaev).

A person’s worldview and values are influenced by his family, close circle, and the social and economic environment of the period in which he was born. Each next generation absorbs the values of the new era, builds life in a direction that corresponds to the modern rhythm of life and trends. We are not like our fathers and great-grandfathers in relation to life, we know how to use innovative gadgets and know what the Internet is all about.

Transformations of the world leave an imprint on each new generation: we become more relaxed, free, self-confident, we know a lot and have little need for the things that were a priority for our ancestors. When several generations meet in one office, the manager has to face an obvious problem. Managing older employees is completely incompatible with the methods that need to be used in managing younger employees.

Let's consider the situation. The company has two employees. Vera is 35, she occupies a good position, which she has been working towards for a long time, studying new technologies and adapting to changes. Young employee Arthur is a newcomer, he is 20, but he is already showing good results and is confidently moving up the career ladder. A few years later, he occupies a position similar to Verina’s, does not slow down and moves on. Vera cannot understand why she spent so many years on the long-awaited position, while Arthur only needed two years?

Both employees live in the same world, but grew up in different ones. Their approach to work, completing tasks, and searching for effective methods for solving problems is fundamentally different. There are such employees in every company, and the older generation is significantly different from the younger. This does not mean that some are good and others are bad. They are different, and each generation is smarter and stronger than the previous one.

Fathers and sons: a unique theory

In the nineties of the last century, American scientists W. Strauss and N. Howe created a theory related to the problems of different generations. It was based on research of several generations, their values and worldviews. Scientists have suggested that people born in different eras differ from each other more significantly and deeper than the standard problem of misunderstanding “fathers and sons.” People of the same generation are united not only by economic or social context. They have formed their own system of priorities and personal views on life, developed under the influence of many surrounding factors of the era, and changes in these values are periodically repeated.

The researchers roughly divided people into categories according to their age and the period in which they were born, and identified the following generations:

Great (“heroes”) – people born between 1900 and 1923
Silent (“artists”) – born from 1923 to 1943
Baby boomers (“wanderers”) – 1943...1963
Generation X (“prophets”) – 1963...1984
Generation Y (“heroes”) – 1984...2000
Generation Z (“artists”) – early 2000
Generation Alpha - children born after 2003

What generations do Vera and Arthur belong to?

Vera is a representative of the heroic Generation Y, while Arthur belongs to the progressive Generation Z. Until recently, older Generation Y also included people born before the 2000s. However, professors and experts, having conducted a series of studies and observations, revealed an obvious imbalance and disproportionality in the created “tree of generations.” They are more inclined to believe that it is not entirely logical to unite modern twenty-year-olds and thirty-year-olds, since there are significant differences and contradictions between them, indicating the beginning of the formation of a new circle of social evolution.

Their perception of the world was influenced by the development of mobile and Internet technologies, the financial and economic crisis. Therefore, representatives of generation Z can be considered as children of generations X and even Y. It is quite logical that misunderstandings between Vera and Arthur arose due to their inequality in views, and the reason for this is the attitude towards different generations, even despite the small difference in age.
Each generation grew up during a period of certain economic and social circumstances that shaped its attitude towards money, work, and luxury. Today, the labor market is dominated by representatives of the baby boomer generations, X and Y - they make up the lion's share of the personnel of any modern company. However, if representatives of Generation Y believe that the company's staff will be dominated exclusively by colleagues from their era, then this is not so. Representatives of Generation X and Baby Boomers will definitely meet them along the way, in the form of managers, employees or clients.

Generation X: independence and self-confidence

People born in 1963...1984 went through an era of global political changes and the introduction of technological innovations. They are able to think alternatively, learn new things, adapt, and choose. Most of them started working early, they know very well what difficulties, independence and survival are. Generation X Values– workaholism, individualism, ability to compete, desire for professional growth, economy, pragmatism.

This category of people has an excellent education, is aimed at achieving their goals, and knows how to solve complex problems. Generation X employees are the “golden” HR group. These are energetic and responsible people who are ready to engage in constant self-education and actively develop their careers. They understand that learning new technologies and information is key to their success.
For the company, Generation X employees represent significant value. They are not difficult to train and do not need to be retrained; they have a strong base of knowledge and experience, are focused on achieving high results in their activities, and are actively integrated into the tasks of any company.

How to manage Generation X people?

Employees in this category will show a high level of labor efficiency if the company has the prospect of stability, professional growth and the right motivation. They will gladly accept corporate training conditions because they know that they need to increase their competence in order to break through and survive in the face of a sudden crisis or global problem.

Generation X employees need to be retained in the company and provided with strategic information to clarify the company's goals, involving them in management decisions regarding the development of the enterprise. They constitute the most dynamic group of the company’s personnel, but if they are not satisfied with motivational programs, they will look for a new job even during a crisis, no matter what, increasing their material well-being. Employees of this age category know what difficulties are and are ready to overcome them, regardless of the circumstances.

Generation Y: freedom and aspiration

Modern Generation Y(birth period 1984...2000) – free and relaxed people, adapted to change, sociable and positive. They grew up during a period of powerful technological progress; they can easily control computers, communicate easily, and know what virtuality is. Generation Y values formed under the influence of the economic boom, they are distinguished from their predecessors by high computer literacy, freedom of choice, broad interests, and what is very important - the absence of a template approach to activity.

They find themselves in creativity, freelancing, are well versed in fashion trends, and respect personal freedom and independence. They have good learning abilities and choose to work in large companies that are well-known in the market. These are good workers, easy-going: they quickly adapt to changes, participate in the corporate life of the company, and are often sent on business trips and to off-site events.

Vera was born and grew up at a time when there was no Internet, but she knows how to use it perfectly. Her parents worked at a state enterprise and built a career throughout their lives. Vera knows very well what independence and hard work mean, because “You can’t even pull a fish out of the pond without work.” She studies everything new not only because it interests her, but with the goal of applying it in her activities.

Such people are aimed at building a quick and successful career: the long climb “from the bottom” to the “top” does not appeal to them. Generation Y employees want to rapidly grow professionally, immediately receiving high fees. They can master several professions at the same time, study remotely and cover several streams of diverse information.

How to manage generation Y people?

Employee Y will work actively if the company has a clear and interesting corporate culture, and the company’s mission, values, and traditions are highlighted. Tasks must be set specifically and clearly, indicating the nuances of the task.

Let's look at examples:

Management sets a task: make a report on mobile phone sales. Arthur's actions: he will Google how to make a report, find several options, but will not find the right solution. He will do whatever he can to take the weight off his shoulders. The task was completed poorly.
The correct option for setting the problem for Arthur: by Wednesday we need a report on the sale of mobile phones for the last six months. The sales data is from Sveta, the calculation algorithm is from Vlad. The report is required for urgent presentation. This is important and urgent. You will give your work to Tanya for checking.
This detailed option is acceptable to Arthur. He will make it according to the instructions, and thanks to the Internet he will find some creative design and apply it in his work. The task was completed perfectly.
The management sets a similar task for Vera. She diligently searches for sources, forms a report, as she was taught. The report turns out dry and standard - there is no creativity and freedom, no successful presentation. Vera redoes it several times. The report was accepted with a “creak”. How can I help Vera? To the hard work developed by diligent years of study, you just need to add freedom and creativity - qualities that Arthur has. Moreover, unlike him, Vera does not need to carefully describe each action: with her characteristic speed of perception of information, she will easily complete a difficult task, and a non-standard approach and interesting “free” thoughts will help bring the project to perfection.

Generation Z: our future is in your hands

Generation Z has already been born into the digital world. They cannot imagine themselves without a mobile phone or modern gadgets; they already know and can do a lot. This is a rapidly maturing generation, growing at a rapid pace, child geniuses. They are brought up on information technology, quickly process information and navigate innovative developments. A 5-6 year old child can already use the Internet independently and perform several tasks at the same time.

Arthur grew up during the rise of digital technology. He does not use a landline telephone, gets any information from the Internet, does not write by hand and does not know how a cassette tape and a pencil are connected. He is free to choose: if he doesn’t like his job, he won’t endure it, but will simply quit and find another one. Arthur has excellent knowledge of the Internet, covers a huge amount of information and knows how to apply it in everyday life.

People born in the period 2003 onwards are still very young to show their talents and professional power. Technologies and values are changing rapidly, and it is still difficult to say what will be their priority and what the employees of the new generation will be like. According to research conducted by Millennial Branding, Generation Z values will come down to free communication, perceiving the world with enthusiasm. The predominant qualities of this generation will be the desire for constant learning and self-education, creativity. It is expected that the growing generation will be interested in innovative technologies and science, biomedicine, art, and robotics.

How to manage Generation Z people?

The main directions of the company in which children of the new era will work will be innovative activities, in the foreground - encouraging creativity, freedom, and a non-standard approach to completing tasks. Their main motivation is the opportunity to work on important and interesting projects, for example, developing a new vaccine or creating unique technologies to solve global problems.

In the last webinar by Vladimir Tarasov" there was a question from a listener: " What skills do we need to use in managing the new young Generation Z?” . commented on this question like this:

“All managers are definitely faced with the fact that Generation Z workers have such a concept as "Want", but there is no concept " necessary". You can’t work with them through “need”, but only through “want.” While the old (in terms of mentality) personnel are accustomed to the fact that employees know “what is necessary.” What do young people want? They want to have an interesting time, travel and make a career for which “they won’t be offended.”

How to manage them correctly?

1. provide good career line, which should be combined with a horizontal career, and not just in terms of finance. The work should be interesting: it can be entertaining projects, a large area of responsibility;
2. in the future they should have the ability to travel. For example, business trips or training in another country;
3. another important motive is people Generation Z wants to be an individual, to be different in some way (not for yourself, but for others). It is important to give them the opportunity to be unique and for others to see that. For example, quote their statements and indicate authorship. If we do all this, they feel very good. If they do not find themselves in such conditions, they begin to show their personality in a different way: tattoos, piercings, etc...."

What generation Z will be like depends on what base we form today, what knowledge and skills we pass on to them. Of course, they will also question our principles, just as we at one time did not accept and did not understand the priorities of our ancestors. However, I would like to hope that they will make our world a better place and create all the conditions for the prosperity and life of our beautiful planet.