[et_pb_section fb_built=”1″ _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/www.esthermollema.nl\/wp-content\/uploads\/2024\/12\/freecompress-Scherm_afbeelding-2024-12-17-om-13.29.42.jpg” alt=”Generaties Esther Emmalotte” title_text=”Generaties Esther Emmalotte” _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
Esther and her daughter Emmalotte<\/em><\/p>\n I often hear it from many of my clients: managers complaining about the younger generation in the workplace. Just recently, a manager told me: ‘You should be glad if those Gen Z employees even show up for work!’<\/em> The frustration is palpable. Gen Z is often labeled as unmotivated, unwilling to work, and overly demanding. But is that really true? Or does the problem perhaps lie closer to home \u2013 with the managers themselves?<\/p>\n The Leadership Mirror<\/strong> Opportunities for Growth<\/strong><\/em> Clarity and Efficiency<\/strong><\/em> Personal Attention and Feedback<\/strong><\/em> Are Young Employees Truly Unmotivated?<\/strong> <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.3″ _module_preset=”default” background_color=”#FFDBA4″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”] <\/p>\n Take another look at the hands of Esther and Emmalotte: Esther portrays ‘love’ in the way her generation does, and Emmalotte in the way hers does. Both express love in the way they know best.<\/em><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n <\/p>\n Good leadership is timeless.<\/strong><\/p>\n Let\u2019s be honest: it\u2019s easy to point fingers at a new generation. But leadership sometimes requires a look in the mirror. Ask yourself: am I giving my team what they need to grow and stay engaged? Am I creating a workplace where talent is seen, heard, and nurtured? Or am I stuck in outdated ways of working that no longer fit today\u2019s world?<\/p>\n The demands of Gen Z aren\u2019t a passing trend. They are universal needs that, when addressed, make every organization stronger. So maybe it\u2019s not the younger generation that needs to change, but the managers themselves.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n<\/span>","protected":false},"excerpt":{"rendered":" Is Generation Z truly unmotivated, or is the problem with the managers? Young employees ask for what everyone needs: clarity, growth, and attention. Perhaps it’s time for leaders to take a look in the mirror.<\/p>\n","protected":false},"author":11,"featured_media":7227,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[33],"tags":[],"class_list":["post-7241","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"\n
What many of these complaining managers overlook is that research into good leadership and organizational management has long revealed what motivates employees, both young and old. What Gen Z wants isn\u2019t unique or unreasonable. In fact, they are the very elements that inspire and engage every<\/em> employee:<\/p>\n
Young employees want to develop their skills and challenge themselves. They seek a place where they don\u2019t just complete tasks but can truly grow. This, by the way, isn\u2019t exclusive to Gen Z \u2013 who would want a career without development?<\/p>\n
They want clear expectations, effective coordination, and a well-functioning organization. And let\u2019s be honest, who wants to waste time on redundant work or dull, unnecessary tasks? This isn\u2019t a ‘young people thing’; it\u2019s a human need for meaningful work.<\/p>\n
Gen Z asks for personal attention from their leaders and actionable feedback that helps them improve. This may sometimes look like ‘demanding behavior,’ but it\u2019s actually a basic principle of good leadership. Employees thrive when they feel heard and know how to get better.<\/p>\n
Still, many managers see the departure of young employees as confirmation of their judgment: ‘See? They\u2019re just not motivated.’<\/em> But perhaps those same managers should ask themselves if they\u2019re providing the kind of leadership that younger generations \u2013 and, in fact, all employees \u2013 need. After all, an employee leaving often says more about the manager than about the person who\u2019s walking out the door.<\/p>\n
\n[\/et_pb_text][et_pb_image src=”https:\/\/www.esthermollema.nl\/wp-content\/uploads\/2024\/12\/freecompress-Scherm_afbeelding-2024-12-17-om-14.10.56.jpg” alt=”Heart hands Emmalotte Esther” title_text=”Heart hands Emmalotte Esther” align=”center” _builder_version=”4.27.3″ _module_preset=”default” module_alignment=”center” global_colors_info=”{}”][\/et_pb_image][et_pb_text _builder_version=”4.27.3″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n