Today’s problem sounds something like this: “Generation Z are so entitled, with unrealistic expectations of the world and the workplace.” Whoa. That’s big. Here’s where we’re going to go with this today. If one of the main challenges we have with Gen Z is their sense of entitlement, or unrealistic expectations, we should take some time to learn where those expectations come from, and how we can build relationships with a slow-to-trust generation.

Among organizations today most issues are relational issues and most relational issues stem from a misunderstanding of the other person, people, or group. With a new generation coming up into the workforce, there are plenty of misunderstandings, stories we’re telling, and assumptions we’re making about this young generation and what they expect from work and life. If we let these perceptions guide us in our hiring, collaborating, learning, and friendships, we’ll build up barriers between us and Gen Z before they’ve even had a chance to show us who they are.

David E. Nielson is a management consultant and executive coach, and author of the Nine Dimensions of Conscious Success. He brings over three decades of global, corporate, Fortune 500, and private consulting experience in organizational change management, leadership development, and training.

With over 30 years experience working on the ins and outs of large and small companies around the continent, David brings a unique perspective, with insight to the main challenges organizations are facing today, how Gen Z is a part of those challenges, and how they can be a part of the solutions.

In our conversation today, David shares about his new book, the Nine Dimensions of Conscious Success, which will provide leaders of all ages the kind of self-awareness necessary for success today. We talk about how self-awareness and intentional success markers are important for Gen Z and all other generations. David also shares his unmatched wisdom from working in the field for decades, listening to the problems managers have and coming up with creative solutions to developing stronger relationships, and inclusive workplaces.

Among organizations today we are facing the new reality of the largest generation coming into the workforce. This generation, Gen Z, has specific and lofty expectations for finances in their lives. If we don’t understand what they expect, beyond simply the ‘they want money without doing the work’ narrative, we will keep hiring them and watching them leave our organization quickly when their expectations aren’t met. Or, when they find something else.

Today’s problem sounds something like this:

“Gen Z do not want to do the hard work required in this job!” OR “They just don’t seem to care about anything I suggest for them to do.”

Well, these challenges, like all the others, are noticed because to some degree they are accurate. But if we leave it there, it creates more tension between generations that isn’t helpful to anyone.

They may be showing you they don’t care, or don’t want to work hard, but what’s happening below that surface is this;

Gen Z wants to be part of a movement, not a monument.

Among organizations today we spend millions on branding, visioning, strategizing, planning, conferences, Christmas parties, technology upgrades, whatever we can do to enhance the productivity and overall morale of our employees. For Gen Z, though, none of this matters if you aren’t being real with them. 

If they don’t trust you, you aren’t going to get very far with this next generation. As future employees, customers, students, or members of your organization in any way, Gen Z will seek out and stick with the most authentic brand, not the most popular. 

With major crowdsourced sites and apps like Wikipedia, Twitter, Facebook, Glassdoor, and Ratemyprof/doctor/etc., there is no shortage of public experience and opinion ready to be consumed during the Uber ride on the way to the interview. They see right through you. 

So, today we’re going to discuss why authenticity matters, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.

Jared is the Founder of Renga, a Brand Strategy and Design Studio, he is an expert on authenticity and brand identity, with a unique perspective on hiring, developing, and communicating with the next generation.

I invited Jared on the show because I knew he would be able to unpack the idea of Authenticity for us - one of the main values and expectations of Gen Z in your organization. We begin by talking about how you can develop a more authentic brand to help you connect with Gen Z, but then Jared surprised me with his INCREDIBLE insight about authenticity within the workplace.

The expectations of Gen Z seem large, we can call them entitled, and we wonder why they don’t want to work with us or stick around long term in our organizations. We’re learning that a major factor in these challenges is a lack of authenticity. Jared will help shift your mindset around the culture of your organization, and gives you a great place to begin as you create a culture of authenticity that Gen Z will be attracted to be a part of.

Among organizations today there is the expectation that Gen Z wants to work for us. That they are desperate, looking for somewhere to fit in, and we will be the match for them. When we do hire them, they should be grateful and do everything possible to work hard and make this organization thrive.

Only, they aren’t working hard...at least not always for you. This is the self-proclaimed hardest working generation, and that’s because they know that there are so many opportunities out there for them to work hard at. When it comes to this job, the one you just put them through 4 interviews to land, they don’t really need it. The truth is, if this doesn’t work out, they may just start their own thing, or pick up a few freelance jobs as part of the massive gig economy rising up.

So, today we’re going to discuss why the gig economy matters, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.

"I understand we should bring Gen Z into our organizations, but aren’t they too young to bring real value here?"

The challenge we hear: "Gen Z is too young to bring real value here."

Gen Z is 23 and under right now, the truth is, there aren’t many 21 year olds out there with significant seats around the table or platforms to speak from. Yet, if we look at where our organizations are stuck, the real barriers in front of us, Gen Z may just be able to come up with the solution, find a way around the problem, or connect us with the method and people that will be able to solve the problems.

This isn’t about creating a culture of hierarchy, positional power, or influence. To Gen Z, the way to attract their innovative, inspirational talents, is to create a culture of inclusion.

Opportunity is knocking, and calling, texting, and DMing.

The possibilities really are endless

Put yourself in the shoes of a 19 year old today:

With full access to all the information in the world in your pocket, if you’re passionate enough, you can make anything happen.

You create a thing.

You and your team sell it while it’s hot.

You make a difference in your world.

You are noticed and offered jobs at a number of amazing organizations.

You jump on board with the organization making the biggest difference.

You thank your team and followers that got this product off the ground and take the next step.

By your 20th birthday you have a career that could last a long, long time.

In today’s opportunistic culture, there is no need to wait. When this generation has an idea, they will make it happen.

How are you going beyond the inspirational poster on the wall in your organization?

Do you push the ‘crazy’ ideas of Gen Z to the side?

In your organization, who can you empower to dream a little more?

Today we’re going to discuss these endless possibilities, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.