Generation Z in the Workplace: Part Two
Born between 1995 and 2010, the oldest members of Generation Z are now entering the workplace, and this newest generation of young professionals is different from the generations before them.
The good news? Many of the qualities that set Generation Z apart also make them extremely adaptable and useful in the workplace. We discussed the Generation’s pragmatism in the last post. Here are some more of the qualities that will make Generation Z workers an asset to your organization.
Power Creates Psychological Distance
“Great power involves great responsibility.” — Franklin D. Roosevelt
Everyone wants to feel powerful—that’s human nature, and there’s nothing wrong with that. It’s why we gun for promotions and seek out advancement. It’s why anyone runs for political office. But once you get that power, it changes the way you think, perceive, and relate—and not always in good ways.
Why Powerful People Struggle to Understand Victims
“Power tends to corrupt and absolute power corrupts absolutely.” — Lord Acton, in a letter to Bishop Mandell Creighton, April 5, 1887
We tend to think of the corrupting influence of power in intentional, purposeful, and conscious terms. But it’s really much more devious than that.
From “Know-it-alls” to “Learn-it-alls”: How to Revamp the Feedback Loop, Part 2
When managers convey areas of weakness, employees often became defensive. Defensiveness not only creates awkwardness in the workplace, it also keeps employees from fully absorbing the lessons. Managers need to be able to share useful information in a way that doesn’t cause employees to get defensive.
From “Know-it-alls” to “Learn-it-alls”: How to Revamp the Feedback Loop
Giving constructive feedback is one of the most important aspects of any manager’s job, but it’s also one of the hardest tasks to accomplish well. No one wants to hear about the areas where they’re weak and highlighting those areas can easily put the other person on the defensive.
