Generation Z is about to enter the workforce. Is your company ready?
Generation Z, characterized as those born in the mid 90s to early 00’s, is soon ready to hit the workforce. And even though many similarities exist between this emerging generation of workers and Millennials, their behavior and priorities in the workplace will differ in some very important areas.
Career-focused perks are top priority
Generation Z workers are hugely career-minded and their greatest aspiration is to land their dream job within 10 years from now.
Similar to the Millennial generation, offering a considerable salary will not be the main point of attraction for this new generation of workers. Generation Z is too focused on self-realization and self-development to have salary as the main priority.
To recruit this new generation of workers, companies will have to offer more career-focused perks, as 36% of Generation Z’s ranked opportunity for career growth as the most important aspect of their first job.
In order to attract these digitally minded talents, companies will need to demonstrate that they can help them advance their careers and help them reach their most important career goals.
Generation Z’s job-hopping will be any employers biggest concern
If you are already concerned with how to best motivate and engage the Millennial generation of workers, then there is no sign that this will decrease
When managing Generation Z your biggest obstacle will be employee retention. 83% of today’s students believe that three years or even less is the appropriate amount of time to stay in their first job and up to 27% are convinced that you only should stay at your first job for a year or less.
Knowing how costly recruitment and retention are on the balance sheet of companies, and how important career-focused perks are for this generation of workers, one of the most important tasks for companies will be to provide effective and frequent training as well as professional development opportunities.
The other factor is that Generation Z are world travelers and expect to work in many different countries during their careers. Giving them chance to reallocate to another office for a certain period of time to explore new work styles and cultures as well as develop both personally and professionally will be worthwhilehe investment for companies focusing on employee retention.
Traditional methods of communication will be preferred
Research suggests that despite their tech savviness and digitally oriented minds the Generation Z prefers face-to-face communication with their managers and colleagues in the workplace versus instant messaging, email and social media.
These young professionals are likely to seek connectedness because they thrive on genuine relationships, especially with authority figures.
What work environment concerns, they are also more likely to prefer collaborating with a small group in an office (64%) compared to working autonomously in an office (13%) or from an off-site location (4%).
Adding this up, it will be worthwhile for companies now and in the future to invest in customized workplace settings that address five main types of work: concentration, collaboration, socialization and education and hold spaces that support mixed face-to-face/online meetings.
Flexible work schedules are one of the top attributes in a job
A highly recognized Adecco report on the new Generation Z furthermore suggests that flexible schedules and work environments are among the top five attributes Generation Z will look for in a job.
In other words, they will be looking for workplaces and environments that have the ability to stimulate and enhance their entrepreneurial edge by balancing opportunities for in-person collaboration with private spaces for independent work.
Similar to the Millennial Generation, work-life balance is also an important factor for this new generation of workers and even though they expect to stay digitally connected to their work 24/7. In return they also want the freedom to conduct their work from places that at a given time best stimulate their entrepreneurial minds and creativity.
Companies not ready to realize that a 9 to 5 work day is becoming a thing of the past and that do not hold the ability to introduce a variety of spaces in their real estate portfolio will experience difficulties in attracting, retaining and motivating Generation Z.
Bringing an individualistic and entrepreneurial drive into the workplace
For centuries companies have struggled with making workers and employees to embrace change in the workplace. Even though change management for many will continue to be a challenging task and process, evidence shows that Generation Z will ease on the task.
The fact is that this new generation of workers favor innovation and change over routine. They are not interested in static and “safe jobs” – they seek challenges that arise in the course of business and they are not afraid of taking a new direction if it favors their job experience and development.
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