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All or Nothing: The High Expectations of Generation Z
The needs of Generation Z in the workplace differ fundamentally from those of the generations before them. First and foremost, many of them in the developed world already possess a mobile and smart device before they could even speak. This changes their expectations on how they receive and share information. Their worldview has been shaped not only by the ability to widely spread their opinions, frustrations, and perceived injustices, but also by events such as the Great Recession, where many of their parents lost their jobs and older millennial siblings were forced to move back home. Simply applying the same old systems in the workplace will not yield the best results. As Generation Z increasingly enters the workforce, it is important to understand their needs and motivators. Is the "all or nothing" approach justified for this generation, or are their expectations too high?
Who are these people of Generation Z?
Generation Z includes individuals born between the mid-1990s and early 2000s. Unlike their predecessors, the Millennials, the Z-Generation is growing up in the midst of technological advancement. Many people lump Millennials and Gen Z'ers into the same category because they differ only slightly. However, the latter is more demanding and far more advanced when it comes to adopting new technologies. Their inclusive mindset, willingness to learn new things, and constant pursuit of challenges make Generation Z unique and impressive. As a result, they have higher expectations compared to previous generations, especially when it comes to their careers. By understanding and acting upon these expectations as an employer, you can make the most out of this tech-savvy generation of employees and achieve goals together.
1. Transparent corporate culture
Generation Z respects and prefers authenticity and openness. This is also reflected in their shopping habits. They choose brands that present their processes and teams in a more open manner. When it comes to online shopping, they don't buy from celebrities whose opinions they perceive as inauthentic because they are paid. Transparency shows Generation Z employees how their specific efforts contribute to achieving the company's main goals. This is important because it underscores the sense of purpose in a generation that doesn't feel comfortable simply executing commands without understanding the "why" behind them. In addition to improving trust and communication, it brings you more loyal and engaged employees when you educate them about the direction and workings of the company.
2. Technology
As they have grown up in the digital realm, they don't know any other way to exist. Employees of Generation Z feel comfortable in a workplace with automated processes and state-of-the-art technology and software. They expect the integration of artificial intelligence into their work. If this is not the case, they seek out a workplace that can provide it. The cherry on top would be if employers consider their suggestions for technological direction. This preference for technology goes hand in hand with the need for flexibility. The right tools enable Generation Z to work from anywhere. However, employers should not neglect to teach them human skills and soft skills alongside the provided technological tools. This is especially important when dealing with customers, whether they are met online or in person.
3. Fair wages
Generation Z is financially savvy. Surveys show that a good salary is very important to this generation. They are cautious about getting into debt and save more than their predecessors. They also look for bargains and research purchases to save money. Some experts attribute this to the fact that Generation Z has witnessed the difficult financial times that their siblings and parents have gone through worldwide, and has drawn some lessons from them. As for the workplace, Generation Z will want to work where they can get a salary that matches their skills. And even if this is not always possible, they are eager to learn and advance to positions where they can achieve a better salary. In the absence of the desired salary, an employer can offer perks and allowances that allow its employees to lower their personal expenses and save money.
4. Social Responsibility
Social consciousness is at the top of the priority list for Generation Z employees. They consider themselves global citizens and have a strong desire to make a positive impact on the world. Greta Thunberg and Vanessa Nakate, young climate activists, embody this aspiration of Generation Z. Employees from this generation are attracted to companies that make a local and global difference and have a mission to do good. The mere fact that a company takes on social responsibility is also a significant motivator. Your company could choose to support a charity or engage in volunteer work. Employees are also motivated when they see this social responsibility reflected in the workplace, whether through energy efficiency or recycling. Knowing that the company they work for is committed to fighting hunger, disease, or climate change will boost morale and inspire Generation Z employees.
Conclusion
Overall, Generation Z employees work hard, are self-motivated, and look forward to a bright future. This makes them an asset to the workplace. If employers are able to support this natural inclination with some of these measures, they can expect their Generation Z employees to be successful and perform well.
You can’t do a good job, if your
job is all you do.
by Katie Thurmes, Co-Founder Artifact Uprising
References:
Iorgulescu, M. C. (2016). Generation Z and its perception of work. Cross-Cultural Management Journal, 18(01), 47-54.
Schroth, H. (2019). Are you ready for Gen Z in the workplace?. California Management Review, 61(3), 5-18.
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