Who is Gen Z?
For those still debating whether millennials have changed the business world, it’s important to recognize that another distinct generational group is now entering the workforce in large numbers. Enter “Generation Z,” poised to change recruiting, training, managing, and mentoring in the business world.
Impact on the Workplace
With Generation Z entering the workplace, businesses will need to adjust to this new generation of workers. Companies and leaders should understand Gen Z, who will make up about one in five people in the United States by 2020. They genuinely care and want to make a positive impact on the world. Engaging them involves trusting them as the creative, competent, and caring employees they are.
Who is Generation Z?
Generation Z includes those who grew up deeply connected to technology from an early age. They are avid gamers and music fans, constantly messaging, surfing the internet, engaging on social networks, and using mobile devices—they are truly the “Digital-ites.” They care about trends and quickly research top issues.
Generation Cutoffs
Generation Z includes people born roughly between 1995 and 2010, compared to millennials (Gen Y) born between 1981 and 1994. Generation Z’s parents are usually Generation X, and their grandparents are often Baby Boomers or from the Silent Generation.
Gen Z vs. Millennials
Gen Z and Millennials share several traits, including:
– A desire to find or create meaning
– A motivation to contribute to the world
– High levels of education
– Cultural diversity
– A desire for personalized experiences
However, Gen Z also differs from millennials in many ways. What millennials see as preferences, Gen Z views as expectations. They define themselves differently, are interested in group trends, and are passionate about issues their parents might not understand. They are independent, entrepreneurial, communicative, competitive, motivated by security, and driven by career and financial goals.
Generation Z in the Workplace
Generation Z is making its mark in businesses by showing high levels of digital competence, dedication, and goal-oriented drive. As more Gen Zers join the workforce, business leaders need to understand the work environment and benefits necessary to recruit and retain them. Young employees bring fresh perspectives, insights, and valuable skills.
Gen Z has different needs compared to previous generations, especially compared to how boomers integrated into the workforce. Gen Z tends to respond better to millennial-aged managers and values a balanced work/life experience to avoid burnout. About 38% prioritize work/life balance when choosing an employer.
Technology Dependence
Gen Z differs from millennials in their dependence on technology versus technology fluency. Gen Zers see their mobile devices as extensions of themselves and can feel anxious without them. They often rely on technology for organization and communication. Many prefer self-directed learning and use microlearning platforms to gain job skills.
Interconnectedness, Online and Off
Growing up with high-speed internet and social media, Gen Z is always connected online. They prefer immediate social networks like Snapchat and use FaceTime instead of texting or calling. Gen Z values human connections in their professional environments, with 90% wanting human interaction at work and 60% seeking clear job expectations and frequent communication with supervisors.
Always Working on a Side Hustle
Like millennials, Gen Z is a “side hustle” generation, with many juggling multiple income sources. Nearly one in five Gen Zers wants to run their own business, and many hope to turn hobbies into full-time careers.
How Should Businesses Adapt for Gen Z Workers?
Success in business requires adapting to generational changes. Business leaders need to understand and manage multiple generations in one workplace. Problem-solving, tech-savvy leaders will blend different generations into a cohesive workforce. Proper education in technology and management strategies is crucial.
The COVID-19 pandemic showed that remote work is possible with the right support. Gen Z embraced remote work early, valuing technological interconnectedness, work/life balance, and the freedom to pursue side hustles. Many prefer a hybrid approach, working from home some days and in the office on others. Companies that foster this flexibility will retain and attract Gen Z talent.
Key Components to Keep Gen Z Employees Happy
– Diversity Acceptance: Gen Z values diversity and inclusivity in the workplace. They are more tolerant of different races, cultures, and genders, and pay close attention to a company’s diversity efforts.
– Embracing Technology: Companies should demonstrate a healthy embrace of new technology. Platforms like Jira, Asana, Slack, and other tech tools can make professional lives easier. Companies with a presence on video platforms like YouTube or Instagram are more likely to attract Gen Z job hunters.
– Frequent Communication: Gen Z values frequent, informal communication. Managers can use quick texts, emails, or emojis to check in and provide support, ensuring Gen Z employees feel connected to their team.