From Y to Z: Understanding the Evolving Workforce Preferences

Abstract

Effective leadership methods in a workplace with a diverse workforce include recognising the unique features of each generation and addressing their motivation (Ahmad & Ibrahim, 2015). Managers of today must comprehend how to effectively oversee youthful, inexperienced staff members from Generation Z. Although these workers have many features in common with Generation Y, they also exhibit new behavioural patterns and distinct generational attributes influenced by their experiences (Schroth, 2019). The purpose of this study was to examine the traits and inclinations of Generations Z and Y in the workforce, as well as the distinctions between them. The study included 84 people from North Macedonia who belong to these two generations and who have all worked at least one job.

The study's findings indicate that members of Generation Z are willing to assume leadership roles, expect regular feedback from their bosses, and envision themselves in managerial jobs. Members of Generation Y think of themselves as patient, skilled at multitasking, and seek a flexible work schedule. Unlike Generation Z, they emphasize social contacts with co-workers.

Both generations highly value opportunities for professional growth, chances for advancement with greater pay, and yearly bonuses; in fact, 93% of them ranked these as the most significant benefits they look for in a company.

The study's findings can assist businesses in building organizational cultures and tactics that are geared towards the youngest workers. They can also aid by giving managers the right kind of training to help them create leadership methods that work for these generations.