Introducing Generation Z
Welcome Generation Z or “Zoomers” – those individuals born after 1997 and the newest entrants in today’s workplaces. In just a few short years they are expected to make up a third of the workforce.
What shaped them? Gen Z is unique from earlier generations because most of them completed their educations – high school or college – during the pandemic of 2020 and subsequently started working or launched their careers during a period of complete or partial lockdown. For knowledge workers, they started their careers on virtual platforms working from home.
Along with the pandemic, this period was fraught with economic uncertainty and inflation worries, geopolitical unrest, and cultural polarization.
And if Generation X was influenced by technology, and millennials were technologically savvy, Generation Z are clearly digital natives. They are the “influencer generation” raised in a digital era where, if they weren’t doing the influencing, they were influenced by ideas and movements, especially over social media.
Expectations from the workplace. Against this background, what are some of the expectations they bring to their employers as they enter the workplace?
Mental and physical wellness support and an overall commitment to worker safety and wellbeing. This is due largely to the impact that the COVID-19 pandemic had on them – challenges from interrupted learning, for example.
Remote and/or hybrid work. After all, they finished their education and started their careers on virtual platforms, so they know how to collaborate virtually. They question the mandates to return to the office.
Pay transparency and adequate compensation. Concerns over high inflation following the pandemic coupled with student loan debt are underlying factors. They also desire equity and respect.
Flexibility. This extends to not just where they work, but when. Front-line employees seek input into shift assignments and advance notification of shifts for planning, for example.
Respect for boundaries and needs outside of work. Despite flexibility, they want separation between work and their personal life and expect their employers to honor their nonwork commitments.
Development and growth opportunities. They thrive on continuous learning and expect resources and assignments to build on their current skills and develop future ones.
Opportunities and challenges for employers. It’s important to get to know them and leverage what they can offer the workplace today and into the future.
Less resistant to change. They are familiar with the evolving digital world and technology and easily adapt.
Change champions. Being at ease in a digital environment makes them receptive to task automation and process improvement. Not only can they champion change, they are also eager to share their knowledge and skills.
Virtual collaboration. For many, they gained this skill during the pandemic and virtual collaboration is second nature to them.
Conversely, some expectations can challenge employers, yet bring exciting changes.
Social consciousness. They bring an acute awareness of social issues and don’t hesitate to use social media to amplify their concerns—including concerns about their employer.
Willing to change jobs. If organizational values misalign with theirs, or growth opportunities are not present, they’re gone.
Mission and values. They are skeptical of mission statements and values that lack supporting action, so it’s imperative to walk the talk.
Look hard enough and you’ll realize their expectations can strengthen your organization and its culture.