5 Things You Need to do to Prepare for Gen Z in the Workforce

We’ve focused a lot on understanding millennials in the workplace and on creating work environments that fit their needs. In fact, millennials are the most widely researched generation up to date. Now it’s time we start focusing on the next generation entering the workforce: Generation Z. Gen Zers are individuals born between the mid-1990s to the early 2000s. They are the first generation to have used the internet from an early age, and are said to have a “mobile first” mindset. This has major implications for what they will expect in the workplace.

 

Here are 5 things you need to do to prepare for Gen Zers entering the workforce:

 

1. Give them job security and a path to a raise

Millennials are said to be more motivated by purpose than by money. Although Generation Z cares about making a difference, job and financial security are more important to them. In job selection, they will look for companies that offer them these two things.

 

2. Don’t make them wait

Research has shown that Generation Z’s brains have evolved to process information faster. As a result, Generation Z will expect constant feedback from their managers, consistent mentorship, and opportunities to grow quickly. Since they don’t believe in years of experience, but in good ideas and contributions, be open to giving them projects that you might usually give to experienced individuals.

 

3. Allow them to be entrepreneurs within your company, and be consistent with recognition

Gen Zers want to own their projects and be given the freedom to make important decisions. They are even more entrepreneurial than millennials; nearly 72% of them want to start their own business. Additionally, they are used to seeing and receiving recognition every day on social media; always remember to recognize their achievements on a regular basis.

 

4. Meet with them face to face and be transparent

Despite growing up with phones, 53% of Gen Zers prefer in person communication over instant messaging or email. Make sure to set time with them to meet in person. Since they are also used to constantly being exposed to information, they want to be given the full picture. Don’t be shy about sharing the “bad news,” such as layoffs or a product failure with them.

 

5. Rethink your interview process

Instead of reviewing a resume and holding one on one interviews with a candidate, take another approach to interviewing Gen Zers. Experiment with job simulations that involve working with a team to resolve an urgent task. Gen Zers will feel challenged and already part of the team.

 

More to learn

There is still a lot more to learn about Gen Z, but the earlier companies start to adapt to their needs and expectations, the more likely they are to attract top talent from this generation.  


ABOUT DANIELLE:

Danielle is a Marketing Operations Manager at bob. She studied Business and Psychology and believes in the power of utilising behavioral insights to form great companies. She enjoys discovering what the future of work might look like, listening to podcasts, traveling, and hiking.

 

Connect with Danielle on LinkedIn

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