Survey says Generation Z expects a promotion in 6 to 12 months

Survey says in richtungeration Z expects a aufsteigen in 6 to 12 monthsSurvey says Generation Z expects a promotion in 6 to 12 monthsGeneration Z, who just began to enter the workforce in 2017, expects promotions within 6-12 months and constant feedback, according to a survey from workplace coaching companyInsideOut Development.The survey polled over 1,000 people ages 18-23 across the U.S. on what this generation expects from work.Gen Z refers to people born between 1996-2010.Here were some of the findings, with commentary from InsideOut Development CEO Bill Bennett.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more75% think they should get a promotion after a year, and 32% believe a promotion is in order after 6 months.Its notlage as entitled as it sounds, says Bennett. The drive for the promotion comes from probably the interest in accelerating their income.I think theres a good chance it means something different to Gen Z than it means to Boomers or Gen Xers, where promotion is just advancement.If you think about promotion in a traditional sense, I think that expectation is not going to be met that 75% in the first year, a third of them in the first six months will be promoted, says Bennett. But as an employer in this day and age, if you want to keep Gen Z engaged, create more opportunities for expansion of responsibility and impact, and thats going to meet the need. Revisit it constantly.Times have changed, and people expect feedback and results sooner. Its not as it welches in my era coming up, he adds. Im a Boomer, and when I got my first job at a big corporation, it was Well see you in two years and see how youve done.75% of Generation Z want managers who can act like a coach. Generation Z is actually kind of a self-actualized generation, says Bennett. Theyre pragmatic. Theyre willing to work hard. Weve got 88% of them said that they expect that theyre going to have to possibly put in more hours and extra efforts in order to get where they want to go, but what theyre looking to their manager for called out very specifically is coaching.Thats not to say they want someone to do all the work for them They want training, toobut what theyre looking for a manager to say is help them course-correct along the way.Bennett, who is CEO of a workplace coaching company, does think managers should step up to the plate. I think its an expectation, he says. I think they should all do it.While 80% believe they need at least a Bachelors degree in order to land their dream job, only 30% are confident theyll be able to repay their student loans.Gen Zs pragmatism and desire for a stable job is influenced by seeing their parents go through the Great Recession. One of the major things is that given their age, theyre coming to the workforce having had experience with the economic downturns in the latter part of the 2000s, and seeing anywhere from light to stark impact s upon their families, says Bennett. Consequently, having a secure job actually was kind of a dramatic stat.Other findings64% believe that making diversity and inclusion a top priority is necessary to being a good boss71% expect frequent communication with their boss41% want public praise and recognition from their manager60% hope to be in managerial positions someday25% would leave an organization if they had a boss who managed through fear its the most likely thing that will make them leave a company, over a boss who steals credit, micromanages, or has unrealistic expectationsHow to manage Gen Z in the workplacePut me in, coach. Managers should Learn to coach, and understand what coaching means, says Bennett. To a lot of leaders, coaching is constant telling and information download, and thats not what theyre looking for. They do want training, but good coaching, which is really helping individuals discover the issues and solve the problems for themselves with you sort of being a Sherpa to help them along the journey as opposed to the all-wise leader to tell them what theyre doing wrong is a critical trait. If you want to engage these folks, learn how to do that.Never rule by fear. Theyre not going to respond well to fear, says Bennett. Threats and drawing lines in the sand and do this or else isnt going to get their back or their heart. These are people that are coming to the workforce with an increased desire to work hard. I think were going to find theyre going to be a good, productive generation, but know as a leader how to take advantage of that not leading through fear.Constant yes, constant feedback. Finally, Id say constant feedback, says Bennett. Look at that in a positive light, not a negative light. Theres easy, free, fast ways to just drop in on someone and give them feedback on what you see them doing that is going to keep those energies directed and motivation strong. Theyre looking for stability. Theyre going to be loyal.I dont think their need for feedback is a whole lot different than a lot of other generations. I think theyre just out there asking for it, and putting it on the table where some others might have wanted to it, but never said it. But theyre vocal about their needs. And its a good thing to do.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from jngste im bunde Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people