#48 Ready or Not, Here Comes Gen Z

You're listening to the Proteus Leader Show with Erika Andersen, where you'll get practical tools and insights for leading, managing, and staying ready for the future. Erika is the founding partner of Proteus, a firm that focuses uniquely on leader readiness. A nationally known executive coach and bestselling author, you may already know her as one of the most popular leadership bloggers on Forbes.com. Ready for something you can use today? Here's Erika.

Hello everyone, and welcome back to the Proteus Leader Show. My guest today is Kes Erutaya, founder of InclusionZ, an emerging platform that strives to bridge the gap between corporations and the newest workforce now entering the world of business, Gen Z. Kes is herself a member of Gen Z, which includes people born between 1997 and 2012. Welcome to the show, Kes.

Thank you. Thank you for having me. I'm very honored to be on the podcast.

Well, I'm really glad that you're here. I feel like your generation is already making a huge impact on the world, from the young people in Parkland who transformed their grief and their outrage into a powerful movement about sensible gun control, to Greta Thunberg and others like her focusing on climate change. And I thought our listeners could benefit from finding out more about your generation, and so thank you for being kind enough to volunteer to represent your generation.

That's fine.

Okay, so let's dive in. So as Gen Z is now moving into the workplace, the oldest members of Gen Z are 22, 23, what do employers need to know about you as a generation?

I think they need to know that we'd like to move fast and we learn very fast. And we are passionate, and because of that, we are able to create opportunities for ourselves. I think companies should be open to transformation in the workplace. Give us the ability to show and prove the value that we can provide as a generation. I think we are the digital, you know, era, and because of that, we can learn quickly.

Yeah.

You know, everyone has a smartphone, or nearly everyone, so the access, the information we have access to is crazy.

Yeah, say a little bit more if you would about— I mean, I really get what you're saying about passionate, about give us the chance to demonstrate that. Like, I'd love to hear more about that, what you see as being possible.

So I guess because we are passionate about you know, societal issues or just things in general, and we are very, we are very opinionated. I think that's because of social media. So I think leaders should listen to us as well, and they should listen to the good and the bad and take that, take the feedback to, I guess, make a real change.

Ah, okay. So, so because, and I completely agree that the Those in their teens and 20s are the first true digital natives. And part of being a digital native is feedback all the time. Good news, bad news, here's what works, here's what doesn't work. And so for employers to expect that and welcome that from you, that just willingness to be honest in your feedback.

Yeah, I agree.

All right, that's great. So what are some things that companies and employers do that are least appealing to Gen Z? In other words, what would make you and your age mates not want to work for an organization?

We take diversity very seriously, so a lack of community and inclusion will be a massive no-no. And the thing is, Generation Z is the most diverse generation in history. 48% of us identify as non-white, and I think it's really important to reflect the modern society in the workplace. That's a really good question because Before I launched Inclusion Z, I conducted a study around Generation Z and the workplace, and, you know, this was a massive topic.

Mm-hmm.

For example, 88% of the participants said that they would leave their role, they would quit their role, if the company culture wasn't up to standard. So, it just really reflects that we take diversity really seriously.

Wow.

And you mean up to standard in the sense of diverse, inclusive, equitable?

Mm-hmm. Yeah. Yeah.

Wow. That's powerful. And, and, and I love that. I mean, I was talking to someone earlier today about how your generation, millennials, do seem willing to sort of vote with their feet, that if an organization isn't living up to its promises, isn't diverse, isn't fair, isn't, you know, socially aware, doesn't have a purpose, that you guys are willing to quit. You'll look for another job.

Yeah, I think because we live in such a, I guess, a technology-based society, there's so many opportunities in terms of the jobs that we can do and the opportunities that we can take on. For example, freelancing, um, and just, I guess, trying new things. So in being in the corporate space, that's not the only way to, I guess, make a living or to, I guess, get involved with society.

Oh, okay. So part— so you're saying part of the reason that, um, Gen Z members of Gen Z are willing to leave jobs that where the company is doesn't have a positive culture is because they feel like they can create new opportunities for themselves, that they don't need Yeah, because I guess with previous generations, I guess certain jobs used to fit a certain mold.

So, you know, a lawyer, a doctor, an engineer, etc. But in our society, in our generation, we've gone beyond that. For example, there's— I know people that are making— that can make money off social media. So there's just different ways to, I guess, generate opportunities for yourself. And I guess in terms of the corporate world, that is a good stream. However, there's more to that. And I guess being the youngest generation in terms of the digital world, we're able to see that all the time.

Yes. So you're not dependent on those few streams that were available kind of pre-digital, pre-technology of work. Of getting work. Yeah, that's good. What are some other things in addition to if a culture is not up to standard in terms of diversity inclusion? What are some other things that are— that you know that you and people your age are just like, nope, not going to work for a company that's like that?

We really care about, I guess, a work-life balance. So we do enjoy working and it's really good to work for a company that you, you know, enjoy working for. However, we do like, you know, having the balance between spending time at the office or working from home and, you know, spending time with your family or your friends and just making sure that there is a balance between that.

Yes.

And I think we're really big on mental health and just making sure that internally you are, you know, being the best that you can be. So work-life balance and flexible working is a massive thing. And I guess we get to see that in terms of working from home and the fact that more companies are being flexible with their policies.

Yeah. Yeah, it almost— and I think this is true with the younger part of the millennial generation too, seeing that, seeing your life as one whole thing. Versus there's my work life and there's my whole life. There's my life. And that you want all the parts of that life to be in balance and mutually reinforcing.

Yeah, I agree. I agree with that.

So then how can, as you all start to come into the work world more and more, and you are the largest generation. So in 5 years, for instance, you're going to be, you know, there's going to be many millions of you in the workplace. So how can leaders and managers inspire you and others in your generation and take advantage of what you bring to the team? Now I'm looking for, like, specific advice that you might give to leaders and managers about how to make best use of and best inspire you.

So we are really big on community. I think we have adopted— there's a famous saying and it says, if you want to go fast, go alone, and if you want to go far, go together. So With us being big on community, I think leaders and managers should, you know, optimize that, enable, in order for them to inspire us as a generation, because we really care about being together and making results together. So I think community would be a good thing. And I would also say, I guess, representation in terms of mentorship and just If you are a leader or a manager listening to this, I think take the time out to listen to the youngest person on your team and take the time out to actually, um, listen to them, reverse mentoring, and just, I guess, the whole sense of community and actually being present. Because another thing that I've noticed when I've spoken to people of my generation, they say that I've gone into the workplace And I feel scared to speak up, and I feel— or I feel scared to contribute to work meetings or team meetings, even though that I have valuable things to contribute. So I think just listen to them.

That's great advice at any age, but I think particularly for young people who tend not to be listened to as much. All right, that's great. So community and representation. So a real community of work where people are working together to get results and feeling like you are a Real representative part of that community. All right. That's great. That's great advice. Thank you so much, Kess. This is, it's wonderful to talk to you. And I really feel like with your generation of millennials, the future is in good hands, you know, that you're, you're all working toward good ends. So listeners, if you're interested in knowing more about Kess's organization, InclusionZ, you can just go to their website at inclusionz.com. And to find out more about leading people of any generation, Go to ProteusLeader.com, click on Topics, and choose Accepted Leader. So thank you again, Kes.

No, thank you for having me.

And thank you for listening. And until next time, here's to creating the life you truly want.

We hope you're feeling better equipped to create the career, the business, and the life you want. For more insights and tools for leadership and management, join us at ProteusLeader.com. Have an excellent day, and thanks for listening.