How to motivate generation Z in the workplace? What are their job expectations? What should employers do for a better understanding of Gen Z? These and other similar questions keep bothering recruiters and HRs, as the youngest generation, born between 1996 and 2007, has started entering the job market. To choose the viable strategy of implementing them into a multi-generational workplace, employers have to keep in mind several factors. How do these people differ from their older colleagues, and what can we learn from them? Employees under 25 constitute around 21% of Jooble coworkers. So, we’ve got some experience on how to deal with Gen Z professionals. Here’re our insights into this topic.
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These people grew up in a booming era of technology. They can’t imagine the world without various devices helping them with daily tasks. Generation Z representatives are digital natives since they spend a lot of time online and implement gadgets in all spheres of their lives. As a result, they are comfortable multitasking and processing tons of information in a short time. Digitalization has dramatically influenced the way Gen Zs communicate with each other and the world.
However, due to the constant information overload, zoomers have a tiny attention span. And when we say tiny, we mean it. According to the studies, the average consumer attention span of this generation is 8 seconds. Therefore, protracted discussions or cumbersome tasks bore zoomers to tears. Generation Z doesn’t see a necessity to memorize things because they are always available at their fingertips with a Google search. Instead of storing it, young people apply different instruments to find information fast and with little effort.
Although Gen Zs are permanently interacting with colleagues, relatives, or friends via different social media platforms, real-life communication might be challenging for them. These people need more time to contemplate information and absorb it. Bold in the net, they may struggle to express their opinions and thoughts to people in front of them. The lack of experience in networking outside the chats and forums make younger workers feel anxious about phone calls or face-to-face meetings. Although the social media presence creates a sense of togetherness and belonging, the youth is quite susceptible to loneliness. Generation Z highly values a collaborative environment where it can contribute to the team efforts. However, young employees may feel uncomfortable while delivering speeches for a broad audience or discussing pressing issues during live meetings.
The youngest employees have grown up under the spotlight created by social media. They document and film every step and look forward to getting positive reinforcement. The public display has become an integral part of their life and workflow is no exception. Gen Z employees want their achievements to be noticed and endorsed. The secret to boosting employee engagement, in this case, is giving regular, frequent, and personalized feedback. If a manager provides the youngest employees with a clear-cut growth plan and channels their energy into things that matter to their generation, they will perform tasks most creatively and efficiently. Therefore, mentoring and coaching should be the built-in part of employee engagement. When Gen Z representatives don’t see the purpose in what they are doing and have no one to ask for advice or instructions, they immediately lose interest and passion. How to attract and retain Gen Zs? Employers have to be open to communication and ready to guide young professionals through the workflow when needed.
Generation Z appreciates security and stability at work. They grew up facing how dramatically numerous political and economic shifts affected older generations. These people feel responsible for solving global problems and demand more resources to cope with this challenging task. Gen Z is the most ethnically and racially diverse so far. Thus it is more tolerant than its predecessors. The youngest employees don’t limit themselves only to financial incentives. They need a sense of purpose. These people are not afraid of asking trickly questions and doubting the norms. If the only thing company cares about is money, Gen Z employees are unlikely to stay there for long. What is noteworthy, they eagerly dedicate more time to finding the job that aligns with their values and talents. Gen Z cares a lot about mental health and makes work-life balance and well-being the cornerstone of their philosophy. Members of this generation try to avoid burning out and have a good rest when the battery is low.
Although Gen Z employees are often accused of being not self-contained and even childish, they can be extremely pragmatic and serious. Younger generations are easily navigating tons of information and know, how to sort it out. They are no strangers to automation and keep up with the latest technological trends. Since these people prioritize fast results and seek recognition, they switch on more creativity while performing tasks. Unlike baby boomers and Millenials, gen Z grew up without illusions about their uniqueness. Dealing with thousands of people online, they are comfortable with the fact that there are many more talented and smarter people. So, they realize how hard they should work to find their place in the sun.
The newest generation entering the workforce seems to be more demanding than Millenials or baby boomers and harder to deal with. They require more diversity, equity, and inclusion. Members of Gen Z are reluctant to compromise when it comes to their comfort and struggle to focus on long-term perspectives. On the other hand, these employees storm the companies with new ideas and ingenious solutions. They understand how fast knowledge gets outdated and, therefore, constantly learn. Gen Z employees take care of their health because they are very aware of all the economic, political, and social difficulties that lay in store. They are good at multitasking and prioritizing. Younger employees are fueled rather by curiosity and a sense of fulfilment than money and status. Aren’t these factors really worth taking into consideration for the next steps in life?
Distinct generations have their traits determining the work and lifestyle for upcoming years. Nowadays, we are welcoming the youngest cohort of employees and embracing their temper, views, and wishes. The best way to tackle the difference between previous generations and the modern ones is to recognize it. Gen Zs are shaping the future of work. They have to keep in mind mistakes made by Millenials or baby boomers, but be ready to make their own and come up with new creative solutions. By better understanding Generation Z in the workplace, we open the doors to many opportunities.
