Ready or not, Generation Z’s digital-savvy, socially conscious professionals have entered the workforce. Ranging in age from 12 to 27, Gen Z makes up 30% of the world’s population and will make up just as much of the workforce by 2030. Today, over 17 million young and eager Gen Z workers are already claiming their spots in offices and job sites across the US.
Maybe you’ve recognized them? A cool, relaxed vibe with work wardrobes on point? “The Tortured Poet’s Department”on regular rotation on Spotify as they work? That would be Gen Z.
While Gen Z is strong in numbers, many employers are still left scratching their heads wondering how to connect with them. To many, it may feel that just as they have gotten the hang of keeping Millennials engaged and happy at work, along comes Gen Z, leaving leadership feeling like they’re playing a game of engagement whack-a-mole.
The good news, however, is that decoding the Gen Z employee’s brain isn’t rocket science. It just means digging into the bag of employee engagement tricks and thinking outside the box.
Gen Z is a wildly diverse and unique group, whose thoughts on work differ from those of their predecessors. Among other things, this generation values flexibility, recognition, and teamwork. Tapping into what Gen Z finds important in a job will ensure better job satisfaction from one’s youngest employees.
Gen Z’s focus on a healthier work/life balance, diversity inclusion initiatives, and options like hybrid or remote environments is changing the workplace for all. While change can sometimes be challenging, allowing the younger generation to lead the way can lead to benefits such as better productivity and overall employee retention.
So, how do managers who are faced with employing, training, and engaging with Gen Z manage this unique group? The answer can be found by seeking to understand the group’s strengths and desires within the workplace.
Gen Z is the first generation in the modern workforce that grew up with—and on—the internet. They are tech-savvy and know how to use social media for marketing and content creation. Organizations should leverage this “superpower” and apply their knowledge where it can be of most use, whether that is within the sales and marketing departments or research and development.
Gen Z is a group that likes to be recognized for a job well done. Don’t we all? Employers should find a way to give positive feedback and direction that propels Gen Z forward and keeps them motivated within their roles.
Gen Z knows how to work within a team, especially when that team is comprised of peers from similar age brackets. They thrive when they can collaborate, so designing a team-based work environment could be mutually beneficial.
A recent study showed that 72% of Gen Z workers have considered leaving a job because it didn’t offer the flexibility they desire. Along with benefits like remote work, hybrid work, and unlimited PTO, Gen Z wants to work for employers who understand that life happens.
With this generation, the days of the overtime grind, being chained to an in-office desk, and missing important family events could soon be coming to an end—but is that truly a bad thing?
Having grown up in an era when news cycles have focused more than ever on the dangers of climate change, it should be no surprise that Gen Z is largely comprised of people who want to change the world for the better. Whether it’s through sustainability initiatives or creating cultures that are accepting to all, Gen Z expects a workplace that feels the same way they do about our Earth and its people, and creating a better world.
Being as social media savvy as they are, Gen Z can spot fakery from a mile away. They want authenticity from their employers—true connections and genuine interactions with leadership and peers. Employers should show an authentic interest in what Gen Z employees can contribute to the team, as this will build trust and lead to more fluid interactions with them in the workplace.
Despite rampant stereotypes about younger generations, Gen Z is genuinely interested in building their careers. Employers should provide opportunities for continuing education, mentorships, and higher-level training, allowing Gen Z to climb the ladder and create long-lasting careers.
Gen Z provides the working world with what many see as a much-needed shake-up. They bring a new vibe to the office, paving the way for more authentic connection, teamwork, and cutting-edge tech advancements. These changes benefit not only Gen Z but everyone who has come before them—and will come after them.
Gen Z is a motivated group seeking employers who are tapped into how they tick. Employers who meet their needs and play into their strengths will bring out the best in this unique group to create a dedicated and reliable workforce for decades to come.
Logan Mallory is the Vice President of Marketing at the leading employee engagement and recognition software, Motivosity. Mallory is a public speaker, professor, and thought leader on culture and leadership in the workplace to achieve employee retention. Motivosity helps companies promote gratitude and connection in today’s digital era of work.
The post <strong>Keeping Gen Z Engaged in the Workplace</strong> appeared first on HR Daily Advisor.
