What to Expect as Generation Z Joins the Workforce

In recent years, discussions about workforce generations have focused mainly on millennials. Just as organizations have begun to understand millennials, a new group of young workers is entering the scene: Generation Z.

Generation Z includes individuals born between 1997 and 2012. While some members are still in high school, the older ones are already active in the workforce.

So, what does the arrival of Generation Z mean for your organization? It might be tempting to group them with millennials, but this would be a mistake. Although they share some similarities with millennials, there are key differences you need to consider in your workplace and recruitment strategies.

In this article, we will discuss the main characteristics of Generation Z and what you need to know to attract and retain this new workforce segment.

Characteristics of Generation Z

Understanding the differences between millennials and Gen Z is essential.

As of 2024, the youngest members of Generation Z are in their early teens, while the oldest are nearing 30. The older Gen Z members are pursuing advanced degrees and establishing their careers, whereas the oldest millennials, now in their 40s, are often well-established in their careers and raising children, some of whom are already adults. These distinctions influence the mindset and priorities of these two adjacent age groups.

Like millennials, Generation Z has grown up with technology. However, unlike millennials, who pioneered platforms like Myspace and Facebook, Gen Z favors interactive, video-based platforms such as Instagram, Snapchat, and TikTok.

This generation is known for being socially conscious. Having grown up constantly connected, they are more aware of issues like mental health, cyberbullying, and politics. Empathy significantly shapes their views on career and professional life.

While millennials prioritize passion in their careers, Gen Z places a higher emphasis on financial stability. They view work primarily as a means to an end; enjoying their job is a bonus rather than a necessity.

With an estimated 10,000 to 12,000 baby boomers retiring daily, employers face the challenge of attracting and retaining young talent. Gen Z is ready to step in, but they have different expectations. Here are some key points to consider:

What Does Generation Z Expect in the Workplace, and How Should You Adapt?

Flexibility is Crucial

Like millennials, Gen Z values flexibility and sees it as a decisive factor in choosing a workplace. Their constant connectedness blurs the line between work and home life. They are willing to work hard but prefer flexible conditions.

Employers should consider offering non-traditional work schedules and environments, such as remote work options, flexible hours, and ample flex time.

Consider an Office Update

For Gen Z, the physical workspace is as important as the company culture. They thrive in open-concept offices with natural light and flexible workspaces rather than tight rows of cubicles under artificial lighting. Updating your workspace can benefit both millennials and Gen Z employees.

Embrace technology upgrades to increase connectivity and support remote work. Tools like cloud-based project management apps and digital timesheets are standard for this group.

Promote Stability and Advancement Opportunities

Having seen their parents struggle during the Great Recession, Gen Z values job security and financial independence. They are more pragmatic and prefer stable paychecks over the excitement of working at unproven startups.

This generation seeks clear paths to career advancement and regular feedback. According to an EY survey, 63% of Gen Z individuals prefer timely, constructive feedback throughout the year.

Lean on Learning

Gen Z is more likely to pursue alternatives to traditional four-year degrees, such as online courses or coding programs. They adapt quickly and are open to learning new skills. They prioritize having a curious, open mindset over specific skill sets.

Embrace a Fail-First Mentality

Unlike earlier generations, Gen Z views failure as part of the learning process. They prefer work environments where they can share new ideas and learn from early failures.

Organizations should foster a culture that welcomes team input and new ideas to attract this age group.

Incorporate a Human Element

Despite their familiarity with technology, Gen Z values face-to-face interactions. Known as the ‘loneliest generation,’ they seek genuine connections in the workplace. Over 90% prefer working with innovative co-workers or a mix of co-workers and technology.

Encourage team goals and regular check-ins to facilitate collaboration. Create a non-judgmental atmosphere where challenging the status quo is encouraged. Use assessments to identify team members’ strengths and weaknesses for better task delegation.

Be Direct

Gen Z values authenticity and wants to work for companies they trust. Ensure your actions match your words, starting with the recruitment process.

Create recruitment campaigns that highlight real-life experiences within your company. Use testimonials and first-person content to showcase your culture and communicate openly during the hiring process.

Embrace Change

Gen Z is accustomed to constant change and thrives on it. They excel in roles that require out-of-the-box thinking and industry disruption. Incorporate new working methods, such as AI, to enhance efficiency. They will likely question existing methods, seeking better, faster solutions.

Move Millennials into Management

Gen Z prefers managers who are closer to them in age. Therefore, promoting millennials into management positions can help bridge the gap between generations. However, providing support and resources for older staff to adapt to working with younger professionals is also essential.

Employer Branding Matters Even More

Gen Z expects strong employer branding as part of the recruitment process. Highlight aspects of your company culture that appeal to this demographic and create targeted materials. Use social media to communicate your message effectively.

Be a Force for Good

Gen Z is deeply invested in meaningful work and wants to work for organizations making a difference. They are unlikely to apply for jobs at companies that don’t share their core values.

Emphasize your core values in your branding. Address major crises and support public issues affecting employees to show your commitment to being a force for good.

Adapt to a Changing Workforce with Help from the Staffing Experts

As the workforce evolves, so should your approach to attracting the best talent. Let the experts at 4 Corner Resources help you create a staffing strategy for the modern workplace. We can define your ideal candidate profile and use our nationwide network and sourcing methods to find the best talent for your unique needs.

The Millentrepreneur