Millennials have been calling Gen Z workers “snowflakes,” because of the latter’s inability to handle criticism, aggression and workplace pressure that the former has been used to.
Urban Dictionary states that “snowflakes” is a derogatory term for people who are easily hurt or offended by the statements or actions of others.
As a millennial, I understand that my peers do not have the patience for the new breed of Gen Zers that are now popping up in companies and industries.
In the workplace, millennials have grown used to the tenacity of baby busters and baby boomers, constantly on their toes seeking approval.
Meanwhile, Gen Zers seemingly still have their youthful confidence, which can sometimes be mistaken for arrogance. Some millennials, who cannot control Gen Zers, would feel threatened and insecure with this new brand of workforce.
I witness this tug of war daily, not only in my workplace but in every workplace I am privileged to observe.
Dealing with Gen Zers can be challenging for millennials due to the gap in values and work culture. Yet I believe that the gap can be bridged.
For one, millennials must remember the struggles they have experienced in the workplace and understand that Gen Zers are going through the same thing, albeit wearing different outfits and using different gadgets.
Communication is the key to bridging the gap between two generations in a workplace.
Millennial managers should learn the language of their younger staff so that whatever they communicate will be properly understood.
I know for a fact that Gen Z workers have just as much potential as their millennial predecessors when they started in the workplace.
For sure, older generations have adjusted to millennials as well. I remember that just a decade ago, our millennial generation was labelled as “entitled.”
Now, it’s our time to pay it forward. We need to be more patient and to be more adaptable to the changes in the human resources of every industry.
My boss, a baby buster (a person born in the generation following the baby boom), is a perfect example of a leader who can bridge generations under his command.
Perhaps it is because of his youthful attitude that he understands his younger people well, but I also believe that this is a value and a principle developed through years of experience.
When my boss talks to me, a millennial, he talks to me with the typical pressure that I am used to, an effective way to challenge me. Yet when he talks to our younger staff, he changes his tone. It’s the same pressure and challenge, but it’s translated to be more fun and exciting, the exact recipe to entice Gen Z.
As I closely studied my boss’ leadership, I started to mimic the way he deals with people accordingly.
I have never heard a boss tell me to, “Go to bed,” or that “Work-life balance is of utmost importance to me,” except my current boss.
So, I took it as my bible in dealing with people. I have learned to be firm with my workmates when it comes to projects, but also fun and encouraging at proper intervals.
It has now become an instinct to communicate appropriately with different people in the language they speak, whether they be workmates or clients.
Yes, the challenge remains in honing the new generation of workers to reach their full potential, as there are no two generations alike. But I believe it’s more of a communication gap than anything else.
We need to stop seeing the younger generations as snowflakes because, in truth, they’re just water like any other generation. Treating water right allows us to hone it into whatever we want. Treating Gen Zers right allows us to tap into their potential and hone them to become their best selves.