In order to generate desired performance it is imperative for any organisation to mentor Gen Z patiently and provide build a trusting organisation culture with transparent communication system.
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Gen Z should be provided with constant creative challenges because they live for distractions, so attract them with constant creative challenges and a commitment to the world, the environment, and their lives.
It's important for HR to reboot and realign work processes and policies which is contemporary and relevant. HR offerings will be built around authentic information which is relevant and is in alignment with generational ethos.
Before bridging the generation gap, we should re-examine the culture we're creating and the environment we're offering to unlock the fullest potential of Gen Z. Our policies must also be flexible enough to meet the individual needs of each employee. This is a difficult but highly rewarding task if...
Working with any new generation requires adaptation by organisation in terms of culture & people practices. Same applies with Gen Z also.
Organisations that remain flexible and open to doing things differently in a way that resonates with Gen Z workforce will remain top of the list as new grads hit the job market.
As there is a greater need to manage and engage the new generation workforce with the right tools and resources, revising the performance management system will help the organisation improve for the better.
How do you decipher the Gen Z behavioural traits and their expectations from employers? AT Gen Zs act on genuine validation. They can verify themselves and expect the same from everyone else, including their employers. They crave transparency everywhere, which helps them make the right decisions...
Niharika Mohan, CHRO, Luminous Power Technologies, in conversation with Dr. Rajeshwari Narendran, HR expert, a renowned psycho dynamic analyst, global trainer and academician, talks about trends in organisational design and structures, core values of Luminous and tips for the younger generation.
Reverse mentoring can also become a practice. While mentoring typically involves a more experienced, older employee or leader providing guidance to a younger employee, the opposite approach can also be used.
