Being born in 1981, I fall at the intersection between Generation X and the Millennials. I hop between the two depending on the day, the issue at hand and my blood sugar level. I work as a Senior Director of an Abu Dhabi-based Management Consultancy of 35 people. Most of my senior colleagues are of similar age however, we oversee a company largely consisting of Generation Z – albeit with a sprinkling of younger Millennials.
As a leadership team, we often bemoan the fact that the younger generation is not as motivated, hard-working, or grateful as we all were during our younger years. This is, of course, largely untrue – they are, and even if they are not, they may well be onto something by valuing other things above their job. All that said, the long-term success of our organization (and many others) is in the hands of these Gen Z’ers, and it is therefore in all of our interests to find the best ways to communicate with, motivate, and develop the younger generation.
At EMC we understand the importance of harnessing the potential of every generation to ensure sustainable growth and success. We have given some thought into how clients should think about engaging GenZ during organisational transformations and similar projects.
Generation Z, born between 1997 and 2012, is the first cohort of true digital natives. They have grown up with smartphones, social media, and instant access to information. This has shaped their behaviors, expectations, and communication styles in ways that differ significantly from previous generations. In the UAE, where the pace of digital transformation is rapid, understanding and leveraging the traits of Gen Z is crucial.
Most organisational transformations now have a strong digital component. This growing ubiquity of digital transformations directly aligns with the Gen Z’s familiarity in this space. Do not assume that Gen Z’s lack of grey hair precludes them from playing an outsized role in Digital transformations – their ways of working and thinking have been developed almost exclusively in this environment.
When communicating the to-be operational model during the transformation programme, highlight to the incumbent Gen Z cohort how their roles contribute to the broader goals of the organization. Previous generations may have been satisfied with ‘the basics’ – job description and compensation, but in many instances Gen Z want a more holistic picture of how their new role makes a difference to their company and the wider world in which they live.
Think daily stand-up vs weekly meeting, sprints vs project phases or Agile vs Waterfall – increasingly, short sharp and regular communication is preferred to longer feedback loops. This is not necessarily a Gen Z consideration, but the collective reduction of attention spans many of us are experiencing and the need to communicate regularly – and often in a less formal manner – are trends that directly align with the Gen Z modus operandi.
Gen Z brings a wealth of digital fluency, entrepreneurial spirit, and a desire for meaningful work that can drive innovation and growth. However, their need for instant gratification and expectations for rapid advancement pose challenges that require thoughtful strategies – especially in the often-chaotic world of organizational transformations.
By leveraging their digital familiarity, fostering a sense of purpose, and shortening the feedback loop when planning transformations, organizations can ensure that Gen Z’ers become enthusiastic advocates and not passive detractors.
The long-term success of any organization hinges on its ability to harness the strengths of its workforce. At EMC we recognize that no two organizational transformations are alike. Each transformation requires a tailored approach that considers the unique traits of the workforce, including the generational nuances that influence communication, motivation, and development.
At EMC we pride ourselves on our bespoke approach to transformation, ensuring that each client's unique culture and workforce dynamics are considered in our strategies. The key to successful organizational transformation lies in appreciating the diverse traits of the workforce and integrating these insights into a cohesive change management plan. By recognizing the strengths and challenges of each generation, EMC provides tailored solutions that drive meaningful and lasting change, ensuring that every transformation journey is as unique as the organization itself.
Author: Chuks Nwabineli, Senior Director
