Managing Generation Z

Kat Clowes, Robin Paggi

Description

• Advance reader copies
• Targeted endorsements
• Targeted reviews in book trade publications
• Targeted reviews in publications and websites covering business, management, and careers
• Targeted reviews in major newspapers
• Targeted radio and podcast interviews
• Regional author tour in these Los Angeles, San Jose, and San Francisco (conditions permitting)
• Author-led workshops (conditions permitting)
• Promotion on author's website
• Social media promotion

Key selling points:

• Essential information to attracting, retaining, and getting the most from young, enthusiastic, tech-savvy workers.
• Presents facts about Gen Z workers based on extensive, real-world business experience, not stereotypes or hasty overgeneralization.
• Expert advice from a veteran HR manager and an educational consultant who has worked with hundreds of Gen Z students and workers.
• Deep insight into the cultural expectations and psychological motivations of Gen Z workers.

Audience:

• Managers and front-line supervisors who directly supervise entry-level employees
• Directors and C-level executives who need to strategically plan for the new wave of workers entering the workforce

Preface

Introduction

Chapter 1: How To Attract Gen Z Applicants And Why You Want To

Chapter 2: How To Set Them Up For Success

Chapter 3: Teach Your Employees Well

Chapter 4: Getting Results From The People You Manage

Chapter 5: Harassment And Discrimination

Chapter 6: Mental And Physical Health

Conclusion

Sujets

• Efficacité professionnel
• Generation X
• Survêtement
• Business
• Economics
• Etiquette
• Generation Y
• Training
• Generation Z
• Baby Boom Generation
• Zoomer
• Gestion et management
• Business Etiquette
• Workplace Culture
• Human Resources
• Personal Management

Informations

• Publié par: Linden Publishing
• Date de parution: 06 avril 2021
• Nombre de lectures: 1
• EAN13: 9781610353809
• Langue: English
• Poids de l'ouvrage: 1 Mo

Extrait

Managing Generation Z
How to Recruit, Onboard, Develop, and Retain the Newest Generation in the Workplace
Robin Paggi and Kat Clowes

Fresno, California
Managing Generation Z
Copyright 2021 by Robin Paggi and Kat Clowes.
All rights reserved.
Published by Quill Driver Books
An imprint of Linden Publishing
2006 South Mary Street, Fresno, California 93721
[phone] / [phone]
QuillDriverBooks.com
Quill Driver Books and Colophon are trademarks of Linden Publishing, Inc.
ISBN 978-1-61035-400-4
135798642
Printed in the United States of America on acid-free paper.
Library of Congress Cataloging-in-Publication Data on file.
To Michayla and Victoria-my two favorite Gen Zers. -Robin
To all of my students past, present, and future. -Kat
TABLE OF CONTENTS
INTRODUCTION
SECTION 1: OPEN THE DOOR TO GEN Z
CHAPTER 1: WHY SHOULD YOU HIRE GEN Z?
CHAPTER 2: HOW DO YOU FIND GEN Z WORKERS?
CHAPTER 3: NARROW THE LIST
CHAPTER 4: TALKING AND TESTING
SECTION 2: HIRE THEM
CHAPTER 5: FIND A GOOD FIT
CHAPTER 6: AVOID A CULTURE CLASH
CHAPTER 7: PREVENT GROUPTHINK
CHAPTER 8: CHECK THEM OUT
SECTION 3: WELCOME THEM
CHAPTER 9: FIRST DAYS FIRST
CHAPTER 10: SOLID GROUNDING
CHAPTER 11: GOOD GOALS
CHAPTER 12: PERFORMANCE EVALUATIONS AND FEEDBACK
SECTION 4: TRAIN THEM
CHAPTER 13: WHAT DO THEY KNOW?
CHAPTER 14: CULTIVATE PROFESSIONALISM AND CIVILITY
CHAPTER 15: REGULATE CELL PHONES
CHAPTER 16: TAME SOCIAL MEDIA
CHAPTER 17: CLAIM YOUR TIME
CHAPTER 18: FASHION A DRESS CODE
CHAPTER 19: COACH COMMUNICATION
CHAPTER 20: EXPLAIN EMAIL AND EMOJIS
CHAPTER 21: ADDRESS BAD HABITS
SECTION 5: WORK WITH THEM
CHAPTER 22: COMMITMENT AND LOVE
CHAPTER 23: CULTIVATE A POSITIVE ATMOSPHERE
CHAPTER 24: BUILD A GREAT TEAM
CHAPTER 25: HAVE SOME FUN!
CHAPTER 26: EQUIP YOUR LEADERS
SECTION 6: AVOID PROBLEMS
CHAPTER 27: HARASSMENT AND DISCRIMINATION
CHAPTER 28: SEX AND GENDER ISSUES
CHAPTER 29: RACE, CULTURE, AND BIAS
CHAPTER 30: RELIGION AND POLITICS
CHAPTER 31: HANDLING COMPLAINTS
SECTION 7: KEEP THEM HEALTHY, SAFE
CHAPTER 32: ADDRESS MENTAL HEALTH ISSUES
CHAPTER 33: HEALTH AND THE LAW
CHAPTER 34: ENCOURAGE PHYSICAL FITNESS
CHAPTER 35: ALCOHOL AND DRUGS
CONCLUSION
APPENDIX A: PROVIDING REFERENCES
APPENDIX B: AT-WILL EMPLOYMENT PRECAUTIONS
APPENDIX C: SOCIAL MEDIA AND THE NLRA
APPENDIX D: FASHIONABLE PRECAUTIONS
APPENDIX E: TROUBLESOME WORDS
APPENDIX F: TRAINING CASES
APPENDIX G: CALIFORNIA TRAINING MANDATES
APPENDIX H: SUPERVISOR PROBLEMS
APPENDIX I: STARBUCKS TRAINING
APPENDIX J: TWO CASE EXAMPLES
APPENDIX K: MEDICINAL MARIJUANA AT WORK
APPENDIX L: A COACH AND A PROBLEM
APPENDIX M: NIGHTMARE SCENARIO
ACKNOWLEDGMENTS
INDEX
INTRODUCTION
I n 2018, my (Robin s) seventeen-year-old granddaughter asked her grandfather if his accounting firm might have a part-time position for her. He told her that she would need to apply and interview with the firm s administrator, and I advised that she must dress professionally for an interview rather than wear one of her usual outfits. The firm had no openings, so there was no interview.
Shortly thereafter, the human resources outsourcing company where I work needed a part-time temporary employee, and my granddaughter was hired based on my recommendation. Because I had already advised her on appropriate work attire, I assumed she would arrive at the office in a business-like outfit. Instead, she arrived in leggings, a long T-shirt, and sandals. (Note to self: never assume!)
I sent her a text after work that day to let her know her outfit had not complied with the company s dress code. She asked what she should wear instead, so I sent her several pictures of appropriate apparel. The next time she came to work, she was wearing this outfit.

I told her she looked great and took this picture to send to her grandfather. ( Look how cute our girl is! )
Then she wore the same outfit every time she came to the office!
I didn t ask her why she always wore the same thing, but I did ask Kat Clowes, who works with people my granddaughter s age.
This is what Kat said: This generation grew up with metrics, benchmarks at school, and extensive standardized testing. Wanting specific instructions, your granddaughter knew that you had approved this outfit; therefore, that was the one to go with when showing up for work.
According to Kat, my granddaughter is a member of Generation Z. Sixty-one million strong, this generation already outnumbers Generation X and is almost as big as the Baby Boomer generation. Born shortly before or after 9/11, most of this generation has always had a smartphone, the internet, and social media. Gen Zers have never lived in a world with privacy, security, or stability.
Over the past fifteen years or so, thousands of articles and books have sought to explain the Millennials as they traveled through school and began their careers, but now the world needs to get ready for Gen Zers. They are not just younger Millennials-they are from a different world. The only world that Gen Zers have ever known looks far different from the world that Millennials or Boomers or any other generation has known.
Mostly because of technology, Gen Zers grew up with a different set of common experiences than earlier generations. They also missed some of the lessons most previous generations learned. Only 19 percent of them gained any job experience as teenagers-whereas almost half of Baby Boomers had jobs when they were teens. 1 As a result, much of Gen Z lacks some of the general know-how that hiring managers assume is common knowledge. And if a manager displays frustration, a Gen Zer is likely to simply quit, leaving managers confused and bewildered-and shorthanded.
As a training and development specialist at Worklogic HR, I work with hundreds of employers, human resources professionals, managers, and supervisors, and I know all of them could benefit from a better understanding of Gen Z. Kat Clowes has worked with hundreds of young people as they get ready for colleges and careers and knows that these young workers can bring a wealth of skills and insights into your workplace. This book will help you make sense of Gen Zers and maximize their potential.
About the Authors
Robin Paggi is a training and development specialist at Worklogic HR, a human resources outsourcing company in Bakersfield, California. She has more than twenty-five years of experience in creating and delivering training to employees in supervisory positions on topics such as effective communication, performance management, conflict resolution, and harassment prevention. She also coaches employees who need individual assistance with their interpersonal skills and mediates conflicts between coworkers. She has been a human resources manager and college instructor.
With a master s degree in interdisciplinary studies and a master s degree in communication studies, Robin is currently pursuing a master s degree in industrial and organizational psychology. She also has earned professional certifications in human resources (SHRM-SCP and SPHR-CA), training (CPLP), coaching (CPC), and in administering the MBTI, DiSC, and EQ-I assessments.
Robin is active in her community and has served as the president of Bakersfield Twilight Rotary, board president of the Kern County Society for Human Resource Management, chair of the Greater Bakersfield Employment and Labor Law Forum, legislative director of the Human Resources Association of Central California, and member of the Youth Leadership Bakersfield advisory committee. She is also a graduate of the San Joaquin Valley Civic Leadership and Leadership Bakersfield programs.
Robin frequently speaks at conferences, writes articles for local publications, and appears on local radio and television shows to discuss human resources (HR) issues. Throughout the book, I and me refer to Robin, unless the text is specifically attributed to Kat Clowes.
Kat Clowes is the founder and CEO of March Consulting and author of Put College to Work: How to Use College to the Fullest to Discover Your Strengths and Find a Job You Love Before You Graduate . She created March Consulting to help prepare high school students for college and beyond, offering advice on college applications and career paths. Around 2017, Kat began to recognize a definite change in her students questions, learning styles, and preparedness for adulthood, giving her an early look at the unique skills and challenges Generation Z will bring to the workplace.
Kat earned a bachelor s degree in communications with an emphasis in digital film and broadcast from Santa Clara University, a master s degree in business administration with an emphasis in entrepreneurship from Mount Saint Mary s University, and a certificate in educational consulting from the University of California, Irvine. In addition to her book Put College to Work , which was published by Quill Driver Books in 2015, she has authored various miniguides for her clients, including A Beginner s Guide to LinkedIn, How to Rock Your Job Fair , and A Complete Guide to Interviewing .
Kat has offered workshops or keynote talks to various organizations, including the Boys Girls Clubs of Kern County and the Distinguished Young Women of California, and has been featured in U.S. News and World Report, Her Campus, Bakersfield Life , and Bakersfield Magazine , discussing various topics related to college a