Gen Z workers are just now entering the labour market and employers need to be prepared for their arrival. While the Millennial Generation and Gen Z share many characteristics, Gen Z brings in new patterns of behavior.
Today’s managers not only need to grasp how to handle young, inexperienced workers, but they also need to understand the unique characteristics of this digital and free new generation of workers.
In today’s article, we will take you on a journey to know more about Gen Zers and their vision of work.
Who is behind Generation Z?
Gen Z has formally taken the place of Millennials as the largest generation.
Generation Z consists of people born after 1996 and currently encompasses 32% of the world’s population and 11% of the labour force.
Gen Z workers are more socially minded than the previous generations. They strive to make a change in the world.
Gen Z is made of truly digital natives who have been raised with social media. Technology is for them, a natural way to communicate.
What Gen Z Workers Are Looking For in their Dream Jobs ?
Strong company values
Gen Zers respect the purpose and impact of the companies they work for. They don’t just chase the greatest salary.
As we mentioned before, they are more socially aware than the previous generations. For example, they may be sensitive to the fact that their employer recognises the negative impacts of climate change and is taking action to address this crisis.
They want to earn a living, but they also need their work to be meaningful. They will feel more invested if they feel they are making a difference in their own industry.
A healthy, flexible working environment
Gen Z is the generation that is the most stressed out, according to the American Psychological Association. That’s why they usually choose businesses where employee well-being is a priority. They pay close attention to quality of work life (QWL) policies when looking for a job.
Unless there is an emergency, they probably won’t check their emails or answer video calls after they log out for the day. For them, work-life balance is a necessity.
Employers who are flexible and respect these boundaries are more likely to attract and keep Gen Z talent. They might even adopt the same perspective and change their own work practises.
In-person work
According to the National Society of High School Scholars’ 2022 Career Interest Survey, “less than a quarter (23%) of Gen Zers feel remote work is “very” or “extremely” important to them”.
In the wake of the COVID-19 pandemic, many people started to work remotely. But it has not been the case for Generation Z. Unexpectedly, this generation is eager to return to a physical environment.
Factors such as impersonal meetings, the lack of a communication plan, and on-the-job-training are making them feel invisible and worry about what they’re supposed to do.
Without frequent face-to-face interactions, these young employees are finding it challenging to understand the company culture and find their places.
Most entry-level workers are eager to interact with managers, attend senior leadership meetings and have “water-cooler” chats with pro employees. They need validation and real experience in the start of their careers.
Need for recognition and managers with soft skills
Gen Z workers were raised in a society where they receive likes and comments as soon as they post content online. So, it is no surprise that they seek for greater and real-time recognition in the workplace.
In other words, you may need to rethink annual performance appraisal and provide continuous employee feedback to your employees. Our advice is to always use a positive and friendly tone when you give them feedback. Gen Z workers usually prefer modern and friendly management styles rather than the traditional ones.
On a daily basis, you can show your appreciation giving them a high-five, ringing a bell, or saying something nice to them while passing. It doesn’t need to be huge. Simply be immediate and intentional.
Need for recognition and managers with soft skills
Gen Z workers were raised in a society where they receive likes and comments as soon as they post content online. So, it is no surprise that they seek for greater and real-time recognition in the workplace.
In other words, you may need to rethink annual performance appraisal and provide continuous employee feedback to your employees. Our advice is to always use a positive and friendly tone when you give them feedback. Gen Z workers usually prefer modern and friendly management styles rather than the traditional ones.
On a daily basis, you can show your appreciation giving them a high-five, ringing a bell, or saying something nice to them while passing. It doesn’t need to be huge. Simply be immediate and intentional.
Teamwork & Work Atmosphere
Although they are digital natives, Gen Z workers are above all humans. In fact, they value high-quality interactions with their supervisors, their coworkers, and their customers. They care more about the human dimension than anything else in the workplace.
Gen Zers prefer a collaborative and team-oriented work atmosphere rather than a 100% remote working environment. Make sure your technology and human components work together effectively.
As an employer, you should know that strengthening human connections is beneficial for everyone. It takes time and continuing effort but maintaining strong bonds within your team is worth it. Your team will be much more productive and happier. to have a committed, and collaborative staff.
Here are some examples of what you can apply within your company to strengthen the team spirit:
Make time for casual conversations
Employees usually value leaders who try to get to know them as people, not just as workers.
Involve your people in decision making
Involving your team in the decision-making process helps strengthening the working relationships. You can involve them very easily simply by asking their opinion on a specific topic.
Encourage life outside of work
Although the relationship between an employer and employee should be professional, outside activities is one of the best ways to build team spirit. Try to schedule team-building activities once or twice a month. These can be escape games, team sports activities, restaurants… Such activities enhance the sense of unity and solidarity in the team.
Organisations should learn more about GenZ workers as they enter the workforce and quickly overtake all previous generations. Knowing their strengths, their desires, their weaknesses and their vision of the work world will help you convince them to join you.
In our next blog, we will share with you some strategies and tactics to attract amazing new workers to your company. STAY TUNED!
