What Matters Most to Generation Z
Generation Z, who are currently rising up in today’s workforce and graduating college, are a unique bunch. They bring more to the workforce table than previous generations and are changing perceptions around how we view work and how we view each other. An added emphasis on diversity and individual rights comes with this generation, and it’s important to know how to address their needs in the workplace, especially if your organization is a bit more traditional and hasn’t seen many changes in recent years.
As you adapt your brand’s culture and image to keep Gen Z enticed and interested in your company, here’s what you should keep in mind about their preferences.
Support their ambitions and dreams.
This generation is incredibly ambitious and they don’t want to settle anything short of their dreams. When you interview them, make sure you listen to what they want to do and accomplish in their careers. According to a study by Universum Global via Convene, “33% of Gen Zers surveyed … are scared they won’t find a job that matches their personality, and more than 50% of those surveyed want to start their own company someday.”
By offering developmental programs, you can help them learn new skills and grow to their full abilities (and beyond!). There are also a lot of benefits to be found in a mentor/mentee relationship where they can learn from someone who has already grown a ton in the company. They’ll want to be matched with someone who has a similar disposition to them and can help them grow!
Focus on the benefits, not the perks.
Gen Z is not impressed by ping pong tables, free snacks/lunches, and other amenities if they don’t come with a salary that makes sense for the position. These days, it’s easy for tech-savvy Gen Z to find resources where they can compare the expected salary for the exact position they’re vying for and in that industry to what you’re offering, and if it falls short, don’t expect Gen Z to stick around for too long. Gen Z also wants basic benefits like healthcare and paid time off, otherwise they’ll get burnt out and frustrated (it also might not be legal for your company depending on the size and where you’re located to withhold these things).
Be flexible.
Flexibility is essential with this group as they’ll all have many various needs that your organization will need to simultaneously meet. It’s also easy for this generation to get bored or distracted as they’ve grown up with social media and cell phones easily at their disposal.
According to Forbes, 88% of millennials prefer to work in collaborative environments. But don’t mistake millennials for Gen Z because this generation much prefers to work independently. With these groups so close together, you’ll need to ensure that you’re able to meet both group’s needs. On top of that, they’re also more keen to work remotely and don’t feel like being in the office every day of the week is a necessity. They’re more interested in a proper work-life balance rather than killing themselves with stress or burning out from overwork.
The Impact of Creating a Workspace that Welcomes Diversity Body Image 3