Gen Z wants more at work. Here’s how we changed our culture to make them successful

At first glance, business owners may consider Gen Z to be self-centered and reluctant to collaborate and commit to the larger goals of the organization. Studies show that Gen Z is more comfortable changing careers than any other generation, so this sentiment is not diminishing at all.

At Jotform, we aim to cultivate a collaborative culture for all employees, including the most junior employees, by understanding and respecting their values ​​and harnessing their strengths. It has helped us attract and retain Gen Z talent, and keep them engaged. Compared to other generations, millennials and Gen Z workers have experienced a significant decline in engagement since the pandemic, according to a recent Gallup poll. Understanding new employees should be a priority for leaders.

Here, we take a closer look at how we are adapting to meet the needs of Gen Z and building a collaborative work environment.

Developing a strong sense of agency

Gen Z workers may be more invested in their own well-being, but studies show they’re also great coworkers. They thrive in teams and see working together as a way to improve. However, as Stanford researchers found, Gen Z has a strong sense of independence. They don’t just accept orders and carry out tasks; they are questioning the processes and looking for a more efficient solution. This natural skepticism can benefit the entire organization, as employees continue to look for ways to improve the way things are done.

Mindful of Gen Z’s collaboration and agency needs, at Jotform our employees work in small, diverse teams of five to seven people. They have the ability to collaborate and manage their projects. To enhance their teamwork, we provide them with private offices with closing doors and white boards, so they have space to focus and accelerate ideas. Senior management may have the final say on the “what,” but teams take full responsibility for figuring out the “how.”

Cross-collaboration helps us strike a balance between cooperation and discretion.

Loosen tight bands

Another advantage of organizing our employees into different groups is the lowering of the standard work conditions. Stanford researchers found that Gen Z workers don’t buy higher positions for the sake of authority. Instead, they choose leadership models based on specific experience in a particular role or time.

At Jotform, our teams operate as small independent companies. While they report to management and share their progress with the rest of the company—for example, at our weekly demo days—their inherent autonomy means there is no single leader. . Instead, the team leader is based on the needs of the project and our team members’ abilities and experience. For example, we recently released a new version of the form designed for organizations that need to meet updated government security standards. Due to the nature of this special project, it made sense for one of our security engineers to lead it.

A rotational leadership style gives each team member the opportunity to take ownership, strengthen their sense of ownership of their work and drive commitment.

Working in an office (and discussing why it’s important)

While you hear about Zoomers choosing remote or hybrid work, we’ve found many benefits to implementing a full return to the post-Covid office—especially for our younger generation of workers. A recent Gallup survey confirms that younger generations are more likely to have a gig worker mentality and to be emotionally disengaged from their organization. An individual’s time helps to strengthen their company’s credibility. It greatly facilitates opportunities for learning and mentorship, which is a key motivator for Gen Z. And simply put, digital communications are equally effective, but no match for collaboration and power. interact IRL. Research backs me up. Studies have found that interacting with a screen makes employees less productive. When you’re videoconferencing, the screen can steal your attention (like looking at your hair during a Zoom call), which reduces mental focus. Furthermore, a review of 20 million research articles and 4 million patent applications found that individual teams make more discoveries than remote teams. For companies, the ability to continuously innovate has never been more important.

When it comes to setting up a career plan in the office, the adage “practice what you teach” is very important. As a CEO, I can explain benefits to employees all day—but showing them is an even stronger message.

Gen Z needs to adapt – today

Some leaders worry about Gen Z’s workplace habits, such as their hushed speech and obsession with health. But the truth is, resisting Zoomers and their values ​​is like fighting a blizzard with a snow shovel: It’s futile. Gen Z workers will outnumber the workforce by 2024 and make up 30 percent of the workforce by 2030. So for leaders who care about collaboration and innovation, it’s time to start paying attention to Gen Z and getting how to enable them to succeed. within your organization.

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