Older workers complain about the generation that follows. The term "Generation Gap" emerged in the 1960s but is now commonly used.
We don't see much data about a new generation of employees until those workers truly enter the workforce, around age 25. We are getting there now. The Wall Street Journal recently interviewed Social Psychologist Jonathan Haidt on the status of Gen Z.
Haidt is
concerned about victim culture and the mental health status of this generation. Last summer, an NBC/Generation Lab survey of college sophomores reported that 50% had a mental health condition. An additional 16% wanted assistance from a mental health professional.
I worry about hyperbole when discussing generational gaps. After all, every day, my dad walked an uphill mile to school in a blizzard when he was a kid. Yet, this week, I saw a news segment on schools establishing 'mental health days' as an attendance excuse. That is new.
We are often too dour about the prospects of a new generation. Young workers from every generation share youth and inexperience. The learning goes way beyond developing skills and gaining knowledge in a job. They are learning cultural norms. They are still trying to figure out how many different jobs there are. They work and often quit to see where they fit.
The reality is that employers are in a pickle. Fragile or not, Gen Z is less populated than the Millennial and Boomer generations. Millennial managers may have to pick up the leadership slack and work harder to understand and develop the available workers.
Managers can use aptitude assessment to know these new workers better than they know themselves. Aptitude results are compared to multiple jobs to discover opportunities. The reporting helps managers discuss the best-fit work for new employees and guide them. It shows you care.
This action alone will lower turnover. Employees who don't particularly fit the work they are doing now will remain engaged if they believe they have a future in your organization. If you ignore potential, you are dismissing their future. It shows you don't care.
Use the best tools to thrive. You can discover who has the aptitude and attitude for a specific job and maintain a strong culture by keeping everyone connected. We can help you develop the skills, leaders, and teams you need to succeed.
Our assessments and surveys are world-class and statistically sound. Contact us, share your concerns, and see how we can help you. No charge, no obligation.
