The office as you know it is about to change dramatically, as a new generation — people born after 1996 — is soon to enter the workforce.
Commonly known as Gen Z, this generation accounts for more than 61 million people in the U.S. – a number that’s already larger than Generation X and two-thirds the size of the baby boomers.
Most people from this generation can’t remember a life without a smartphone in their hand. Their own vision of the world they want to live in is driven by a completely unique mindset. Even more, Gen Z is seriously considering forgoing a traditional college education to go work for a company that provides college-like training. In fact, 75% of Gen Z say there are other ways of getting a good education than going to college. As a result, recruiting and retaining a Gen Z young blood may require adjusting your tactics.
The top thing a Gen Z looks for is a fun place to work, with a flexible schedule and paid time off. They want to have fun – but that doesn’t mean they’re not serious. The good news for companies is that Gen Z appears to be a group that wants to work hard and learn.
Deliver an exceptional candidate experience and keep up with technology
More so than previous generations, Gen Z is much more likely to do business with a company where they have had a positive experience as a job applicant.
Companies must work toward creating an effortless, timely, and relevant candidate experience. HR managers need to evaluate if their company culture will attract and retain Gen Z. This includes eliminating any friction points (non-mobile friendly career pages, slow communications, etc.) during the hiring process.
Gen Z members started their lives in a world where smartphones and high-speed Wi-Fi already existed and was highly developed. This made them used to constant technology changes and developments. As a result, you are hiring an employee who can easily flip between any technology and learn new software fast. Such a candidate or employee will obviously expect that you provide them with modern technology in the workplace.
Offer mentoring and professional development opportunities
Employers will have to get comfortable hiring candidates who need to be upskilled.
You can remain competitive by offering professional training as a recruiting and retention strategy.
Microlearning opportunities can satisfy Gen Z expectations and preferences. Provide training in small learning units and short-term learning activities delivered in a convenient and accessible manner. Content is distributed (ideally on-demand and mobile-first) in mini-bursts, typically 2-15 minutes in length.
Create an environment that encourages open collaboration
Contrary to popular belief, it’s really not all about screens and social media.
Gen Z want to be social at the office. These youngsters prefer real-time chat tools that allow for frequent collaboration. In fact, their attitude toward collaboration may be their most pronounced gap with millennials.
Instead of sitting in a cubicle and working in isolation, Gen Z employees want to be able to pop into a chatroom and run an idea by a colleague. They also want a community space within the office where they can go to connect over a coffee. Since they often interact via devices with their friends, face-to-face communication is a welcome change.
Company owners would do well to take advantage of Gen Zers’ preference for teamwork, which can encourage more solidarity throughout the workplace.
Combine value and career advancements
More than any other generation before them, the driving force behind Gen Z in the workplace are financial rewards and career advancements.
While 84% of Gen Z workers say that they’d like to do purposeful work for a company in which they believe – financial security has greater relevance.
Gen Z employees are more likely to choose you if you can mentor them, have a great employee health and wellness program, and provide them with career advancement as an award for their dedication.
HR managers should also create a culture and a team spirit that fosters fellowship within the company and motivates them to stay put. This strategy will help lessen turnover, ensure employee engagement (and higher revenues), and ultimately result in workers who strive to reach their full potential.
