Last week we talked about Generation Z, the group of young people entering the workforce behind the Millennials. They are tech savvy, they expect technology in the workplace but feel uncomfortable about the future due to September 11 and the Great Recession in 2007.
Today, let’s learn about how they feel about Education and how they like to learn.
According to Northeastern University, 81% of Gen Z think a college education is necessary to succeed in the workforce. However, about 54% of those are concerned about the financial commitment and the affordability of an education. They also begin to think about college early in high school. This would be a great time to speak to them about Scholarship Programs. Letting them know about the options they have available.
They love to go to the internet to find information, who doesn’t? But Gen Z likes to learn on their own vs. group work. However, they do like to do their own work around others. Remember last week we learned they are entrepreneurs? Giving them projects and problems to solve will drive this group to perform. Also, they want their teachers to be engaging and help apply their theories. How can we translate this to the work environment? As a manager, we would want to assemble the group, have them do research on their own, then come back to tell us what they found out. As a manager, be prepared to join in, be interested in their ideas and become part of the solution process. Help apply their ideas with them. You will have to get your hands dirty, but if you do, you will reach this generation on a new level and get a higher performance out of them. If you find yourself presenting material or procedures to them, rethink the way you are doing this. Get them involved. Get yourself involved and watch how day to day operations begin to run smoothly.
We’ll see you next week when we continue on discussion on this emerging generation.
Get ready- Generation Z is coming!!!! WAIT! They’re already here!!!
GenZ, iGeneration, iGen,The Globals, The Founders or whatever name the media will define them, the generation after the Millennials are in the work force!
The first group out the gate were around 7 or 8 when the September 11 attacks hit the World Trade Centers in New York. That was 15 years ago. They are in their early 20’s, finishing college and are in the work force. What does that mean? Well, if you have anyone age 15-23 working in your restaurant, they are Gen Z. Here are some early data on the newest generation to hit workforce.
Noteworthy aspect: widespread usage of the internet. While the Millennials had to deal with “dial-up” internet, Gen Z doesn’t even know what that is. In 2001, Blackberry put out the first “smartphone”. A phone that could send and receive email, take pictures and surf the internet with a keypad. Gen Z were around 8 years old. In 2007, Apple reinvented the smartphone with their version, the iPhone. Then, the iPad. At this time, Gen Z were in high school and college. Also, with the surge of cable internet and wifi, having a phone in your hands to do everything became the norm for this generation. If the Millennials were the “I want it right now” generation, Gen Z is “I want it 5 minutes ago” and they deliver. Forbes magazine suggested that when Gen Z enters the workplace, digital technology would be an aspect of almost all career paths. Gen Z expects high technology with employers. Millennials grew up with Facebook and the introduction of YouTube for social media. Gen Z want it faster with Twitter, Instagram and Snapchat. This generation doesn’t watch YouTube, they create videos for YouTube.
Life Impact on this generation: September 11 terrorist attacks in 2001. The Great Recession in 2007. These two events have impacted their belief systems. They have uncomforting feelings and uncertainty as they were being raised during these difficult times. They are the children of Generation X and are the group that are least likely to believe in the American Dream. They are independent and have the drive to be entrepreneurs. They have to, they saw first hand how their parents and the nation struggled in that decade.
So, this is the introduction into this next generation. Stay tuned next week to find out more about their personality and data that will impact the workforce for now and the next decade.
Last week I shared the importance of prioritizing so you can have a fulfilled life. I ended the discussion enlisting you in the challenge of writing out what’s most important to you. Did you rise to the occasion? If not… it’s not to late- do it now J
Once you’ve completed your list, I encourage you to take advantage of this wonderful, free tool from the authors of the book “Living Forward” by Michael Hyatt & Daniel Harkavy. This assessment is designed to help you assess each of your priorities so you can see where you are doing well and identify areas where you may want to invest more time and focus.
Upon you completing the assessment, you’ll be able to immediately view your results. Also they’ll email you a link so you can access them whenever you want.
Check it out…It’s take about 15 minutes to complete.
Did you know that the average person spends more time planning for vacation than for their retirement…? To be honest to most it makes perfect logical sense if you’re thinking in terms of “things that are fun and soon” versus “things that are necessary and far away”.
Today I’m not going to speak to you about the importance of planning for retirement, today I’m going to share information with you to help you prioritize what’s REALLY important to YOU. Maybe it is your goal to travel and explore the world or maybe your goal is to retire by 45. My point is you’ll need to put actions in place to attain what you want.
A great starting point is to begin with thinking about what’s the most important to you and you can start the process TODAY (the most challenge part is always to start, but YOU CAN DO THIS J ) by coming up with 5-10 life accounts that are important to you.
Here are examples of some of my priorities:
- Intellectual development
*Now once you’ve thought about what’s most important to you, WRITE IT DOWN J in order of importance.*
Stay tuned to next weeks BLOG… I’ll be sharing a useful tool from the book “Living Forward” that will help and encourage you in creating the life you truly want!
Have you ever gone to a social event in order to meet new people, network, or perhaps build a more robust social life? Of course you have!!! And call me psychic but I also know that you’ve had those very awkward moments where you’ve been cornered by a conversation hog or quite frankly don’t know how to gracefully exit the conversation and begin another for fear of coming across rude.
Well worry no more! Check out these exit statements that will help you ease discussion departures and politely remove yourself from the occasional “conversation hog”.
Graceful exit statements
- “It’s been really nice talking to you” or “It was nice meeting you”
If someone says that to you say “Thanks, I enjoyed it too”…and move on
- “You’ll have to excuse me, I spotted my friend from across the room and I want to make sure I say hello. It’s been really nice talking with you, have a great night!”
- “Maybe I’ll run into you later” or “Maybe we can pick up this discussion later” if you want to circle back to talk to them again.
Other reasons to leave:
- You need to feed the parking meter.
- You need to step outside to make a phone call.
- You need to get another drink.
- You need to visit the bathroom.
- You need to ask so-and-so a question.
Don’t worry if your reason is a white lie. You may not actually need to use the restroom when you excuse yourself. That’s ok. Go to the rest room, wash your hands, collect yourself, and when you come out find yourself a new conversational partner.
It’s not a question. You’re not asking permission to leave; you’re informing that you’re leaving. So state “So nice talking with you! I need to excuse myself. If I don’t talk to you later, enjoy the party” and then walk away.
If the person doesn’t take the hint, you can escalate/interrupt. “I’m so sorry to cut you off, but I need to step away for a moment. Maybe we’ll pick this up later!” and then leave the area.
“People are like sticks of dynamite; the power’s on the inside, but nothing happens until the fuse gets lit.”
Hello Fellow Followers…
Today we’ll explore the subject of self motivation and some cool ways to ignite your fuse when you’re not quote on quote “feeling it”. Self-motivation has always been a fascinating topic for me to ponder, mostly due to the fact that something that seems quite simple is often complex. Why you ask… because to motivate your self you have to know yourself and to know yourself you must take the same steps you would to build any relationship-by asking questions.
Ask your self what motivates and check out these quick tips on how to motivate yourself…
- Give yourself permission to make a mistake– Don’t wait until you’re perfect to take on a challenge, big or small. Laugh at how bad you are at something , enjoy it and make the appropriate adjustments
- Brainstorm-Get out a pen and write out a goal or something you want in life at the top of the page and a list of 1 to 20. Write out ideas to attain your desired goal. Do this as much as you need. INSTANT MOTIVATION J
- Reframe your problem- Every problem has a solution and every solution has a problem… Just embrace it and begin to see the opportunities created by your problems.
It’s no secret that the restaurant industry can be tough to work in and has one of the highest employee-turnover rates. But rather than feeling hopeless to consistently hiring and retraining. You can take action and hold on to your current employees.
How you ask??? Check out the following tips of retention…
Learning about your staff shows you care about them as individuals, not just as employees. That bond can influence their loyalty to your establishment and creates a since of family. One way to do this would be schedule a group time where you and your employees can sit and share things other than work- It builds relationship and camaraderie J
- Provide tools to do the job
From proper equipment to training new staff, employees experience less stress when you set them up to do their jobs well and they become empowered to make decisions and knowledgeable .
Employees want to know their hard work matters. Take a second during a team meeting to mention one of your employees who recently received a customer compliment or a line crew that performed particularly well on a busy night. Who doesn’t like to be in the spotlight for all the right reasons?
Wouldn’t you agree that we all should know where we stand with our leadership? By regularly communicating, leadership and employees can better understand one another and quickly resolve issues. Feedback is a learning tool that encourages growth and you’d be surprised at how you’d also find out other talents they may have.
See you at the top!