Cracking the Gen Z in the workplace? Many organizations grapple with understanding and retaining this definite demographic, leading to frustration for both managers and young talent. This divide sparks worry about tomorrow’s teams and how well they’ll work together. This blog highlights key initiatives for attracting and retaining Gen Z, bridging generational gaps for mutual success.
So, Who are Gen Z?
Behold, the digital natives are here! By 2025, roughly 27% of the workforce will be Gen Z. This diverse generation, born 1997-2012, navigates work differently. Over 50 million Gen Z individuals are already in the US workforce. They seek purpose, meaning, and well-being.
Characteristics of Gen Z
Tech-Savvy
This generation has never existed without smartphones and is comfortable with instant communication. Because they have access to the internet 24/7, they are accustomed to obtaining their information in bite-sized pieces.
Diverse
They are the most racially and ethnically diverse generation in U.S. history. According to Pew Research Center data, born after 1996, a slight majority, 52%, of Gen Z is non-Hispanic white.
Value-Driven
Gen Z values meaningful work with autonomy more than any previous generation. Their salary is substantial, but they would generally be split between a better-paying, boring job and a less-paying, more interesting job.
Stressed
Gen Z is stressed. When surveyed, 40% of Gen Z reported feeling stressed most of the time. The Gen Z sector of the economy is under economic stress, and the ongoing pressures of student loan debt and inflation have caused high levels of reported stress.
Understanding Gen Z in the workplace
Gen Z, the first digital natives, possesses strong technical skills and prefers new and efficient systems. Additionally, Gen Z cares deeply about organizations’ missions and wants to add value, grow, and have a work-life balance.
Leaders need to leverage Gen Z’s energy and unique skills while helping them transition into less practical orientation and experience positions in the real world of work. Generation Z professionals can be passionate and well-intentioned contributors in the workplace.
However, a survey has mentioned that almost three out of four managers face difficulties working with Gen Z employees, and employee turnover has also increased.
What is the need of Gen Z in the workplace
Flexibility and balance
Gen Z in the workplace highly values adaptable schedules and work-life balance. Research from Future Forum indicates 48% of desk job workers aged 18-29 experience burnout, with 43% of those dissatisfied with flexibility reporting it. This generation seeks remote or hybrid options to manage personal lives and productivity.
U.S. companies like Salesforce have created “Work From Anywhere” policies, which give employees alternatives to how or where they work. This is quite appealing to Gen Z, who are searching for independent freedom and personal wellness.
Authenticity and transparency
Gen Z is unimpressed by traditional workplace hierarchies. They want to communicate openly with leaders and be transparent about the decisions that affect their work. They want to understand the “why” of a company’s actions.
Fair compensation and benefits
Gen Z in the workplace values financial stability when seeking employment, and inevitably, they are increasing the demand for fair compensation. Their salary expectations are often aligned with high education levels, and the overall cost of living is rising across the work-life landscape. Generation Z can negotiate, but is usually as talented as the collective.
Technology and efficiency
As digital natives, Gen Z individuals in an office setting expect easy technology integration as they navigate work and their careers. Over 70% of Gen Zers would leave a job for better technology.
They tolerate little to no outdated technology and are skilled at using digital and online platforms efficiently, suggesting they are willing to use technology and artificial intelligence to improve their output as employees.
Strategies to recruit Gen Z in the workplace
Utilizing technology and efficiency in the recruitment process is vital in light of Gen Z’s proficiency with digital engagement. They expect a seamless, technology-based application experience. Corporations now use artificial intelligence-powered tools to screen resumes, video interview applicants, and gamified assessments to improve the application experience.
For example, Mastercard partnered with Phenom to leverage ethical artificial intelligence and advanced automations, resulting in over 5,000 interviews booked in less than 24 hours and a 900% increase in candidate profiles.
This indicates one way technology can enrich the recruitment experience for Gen Z in the workplace. In addition, demonstrating how a company uses its internal technology stack to drive productivity and collaboration can be equally appealing to a group that thrives on technology as a continuous part of their engagement with the workplace.
Employee retention initiative- Gen Z in the workplace
Tech-savvy Culture
Recognizing and addressing Gen Z’s unique values is crucial for retention. This includes prioritizing mental health support and providing resources, as 66% of Gen Z prioritize mental health support over salary. A holistic approach to employee well-being is vital.
Improve Growth Perspective for Gen Z in the workplace.
Gen Z at work requires defined career paths and ongoing learning experiences. Gen Z is driven, with 79% of Gen Z workers saying they would pursue a new job if their current employer did not provide upskilling. Companies should offer structured feedback and advice on skill development and progression.
Understanding the Needs of Gen Z in the Workplace
It is imperative that we acknowledge and address Gen Z’s distinct values in the retention strategy. For example, 66% of Gen Z employees prioritize mental health support over salary and require mental health support resources. A comprehensive approach to well-being is important.
Transparency in communication and collaboration
Gen Z in the workforce values authentic workplaces that embrace transparency and communication from leaders. They prefer direct communication in real time rather than a traditional hierarchy.
Organizations that adapt to Gen Z’s preference for instant communication (versus miss the opportunity) see engagement measured at 30% higher than the firms that did not. Companies like Salesforce now have an internal messaging tool enhanced with AI capabilities.
Prioritize work-life balance for Gen Z in the workplace
Flexibility is paramount for Gen Z in the workplace, with 76% prioritizing work-life balance over pay, according to a Randstad report. Companies like Salesforce have implemented “Work From Anywhere” policies, allowing employees to choose their most effective work environment, catering to this desire for Flexibility and balance.
Improve information sharing with Gen Z in the workplace
Gen Z anticipates that the information they seek is available and can be relatively easily shared. They have a low tolerance for holding onto informational silos and old ways of doing things. Providing quick, bite-sized information and up-to-date communication platforms will improve engagement and retention!
Offering a mentorship program for Gen Z in the workplace
Gen Z in the workplace highly values mentorship for professional development and authentic connection. Nearly 50% of Gen Z prefer to learn through one-on-one mentorship or small group settings, seeking personalized guidance and practical advice. Unilever, for example, implemented reverse mentorship programs where Gen Z employees coached senior executives on digital engagement.
A final word: Retaining Gen Z in the workplace
Organizations must understand their unique drivers to engage and retain Gen Z. Businesses effectively can bridge generational divides by prioritizing flexibility, authenticity, and cutting-edge technology and fostering environments that value purpose and well-being. Adapting strategies to meet Gen Z’s distinct needs in the workplace will ensure mutual success and a thriving future workforce.
FAQs- Gen Z in the workplace
What does Gen Z in the workplace value about Flexibility and balance?
According to a Randstad report, Gen Z wants flexible work options, with 76% saying they prefer work-life balance to pay.
How vital is Authenticity and transparency to Gen Z in the workplace?
Gen Z wants clear communication and transparency from their leaders. About half (47%) say they buy only from trustworthy brands.
Why is Technology and productivity necessary to Gen Z in the workplace?
Gen Z is a digital-native workforce that wants seamless tech tools. Over 70% said they would consider leaving for better technology.
Also Read:
6 Ways to Attract More Gen Z and Millennials to Your Company
