The Gen Z Advantage: Strategies for Successful Workplace Integration

Often known as the Digital natives, Gen Z grew up with the best the world had to offer till date. Be it technology, the internet or social media, their generation got to see the most significant developments that happened in a span of a few years. This is probably one of the reasons why they are much more proficient with digital tools used in today’s time, making them adaptable and much suited to the modern workplace. Gen Z is also one of the most racially and ethnically diverse generations the world has seen.

Who is Generation Z?

Generation Z comprises of people born somewhere between 1996 to 2012. Gen Z accounts for almost 1/3 of the population. As of 2022, the oldest members of Gen Z have turned 25 and have most likely been in the job market for at least 3 years. The others are at their end of the academic year at college, some in high school and lower grades. The job market will be flooded if this demographic is considered.

Glassdoor, in 2019 conducted research highlighting Gen Z’s top interests and concerns as they were about to embark on their careers. The company analysed job applications filed on the site between Oct. 1, 2018, and Jan. 11, 2019, noting the potential employers, locations and types of jobs Gen Z and their immediate predecessors, millennials, were seeking.

Additionally, Glassdoor accumulated a database of company reviews to-

• See how Gen Z had rated their working conditions.
• Check the pros and cons
• See the location and salary data for various positions held by the demographic.

What are the key factors shaping Gen Z’s identity?

According to a report by McKinsey, there are 4 main aspects that are majorly responsible for shaping Gen Z.

1. Digitalization

As we mentioned earlier in the article, Gen Z are considered digital natives, due to their tech fluency and high reliance on digital communication. They are a generation that has not seen a world without smartphones, social media, and the internet.

2. Climate change anxiousness

Sounds strange, we know, but in a survey of 16–25-year-olds more than half of the respondents reported that they believe the world could end soon. It revealed that Gen Z felt betrayed as most corporate and government organizations do not take enough responsibility or own accountability towards incorporating sustainable and green practices.

3. Swiftly changing financial landscape

If COVID-19 had not happened, Gen Z would have been a generation to have seen a strong economy and record high employment rates. But the COVID-19, geopolitical conflict and recession changed the social, political, and economic landscape of the world. Gen Z thinks uncertainty and disruption are the only constants to depend on.

4. COVID-19

Gen Z felt the stress of COVID-19 more than any other age group with difficulties in finding employment, pursuing education, and maintaining mental health and relationships. This was because just as Gen Z entered the workforce there was a pandemic hit because of which they had to witness huge layoffs, affecting their careers and growth even before it could start.

What does Gen Z want from the workplace?

Gen Z workers look for employers whose brand ethics align with their values and demonstrate a social responsibility.

• 83% of Gen Z job seekers say they prioritize the company’s stance on diversity, equity, and inclusion
• 1 in 3 Gen Z workers say they would reject a job offer if they did not like the company’s green credentials.
• 92% of surveyed Gen Z workers want some alignment in values and purpose from the company they work for

As we mentioned before, Gen Z faced maximum impact because of the COVID-19 pandemic, saw great economic uncertainty and financial stability. As a result, Gen Z is found to favour higher salaries to feel financially safe.

While this is true that Gen Z looks forward to being highly paid, Deloitte research also found that Gen Z valued salary a lot lesser than any of the other generations. What we mean is when given a choice between a high paying job but a boring one versus an interesting job that did not pay as much, Gen Z was evenly split over the choice.

Overall, all studies indicate that Gen Z strives to work at a place that not only pays well but provides them with a sense of value and purpose.

What can companies do to attract and engage in the workplace?

The best way to attract and engage Gen Z in your workforce depends on your specific organization and culture. Here is what you can do to find out what works best for you.

Conduct surveys across the employee experience to understand how Gen Z employees feel about work and the workplace. Employee experience surveys make it possible for you to understand what your employees want, identify differences across (and within) generations, and measure how these sentiments change over time.

While you are getting started on that, here are some of the musts you need to be incorporating into your strategic plan to attract and engage Gen Z in the workplace-

1. Work-life balance and flexibility at work

For Gen Z, work life balance seems like a non-negotiable factor. The reason could be because they grew up in an era of constant change and disruption.

As their employer, you can implement a hybrid work culture to help them balance their personal and professional lives. Flexible work schedules and work from home benefits are some excellent solutions you can incorporate. Set up nap rooms, quiet spaces, recreational areas to give employees a chance to recharge during the day, as they see fit.

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2. Feedback culture

According to statistic, 59% of Gen Z respondents told they would appreciate feedback several times a week. Having grown up in an era of data and information, Gen Z values feedback rich culture. It has been tied to higher job satisfaction.

Offer them a platform where their voices are heard. Implement employee pulse survey that can measure employee engagement levels and provide instant, real-time employee feedback.

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3. Recognition and appreciation

Acknowledgement and appreciation are highly valued by the Gen Z workers. It is important to make them feel recognized in order to keep them motivated.

Conduct a rewards and recognition program, encourage personalized peer-to-peer recognition, recognize their efforts through public shoutouts, messages or tangible rewards to help them feel more engaged at their jobs.

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4. Diversity and Inclusion

83% of Gen Z workers said that they see a company’s commitment towards diversity and inclusion before choosing them. Gen Z expect organizations to embrace inclusivity and offer equal opportunities for all individuals.

Focus on implementing DEI (Diversity, Equality, and Inclusions) audits, a structured process where an organization can examine how well it promoted diversity, equity, and inclusion.

5. Mental health and well-being

Gen Z has always been known as those to openly laud good mental health and well-being. As their employer, provide them with assistance and resources they need to manage their mental health. Offer access to employee assistance programs and counselling services.

Introducing them to wellness programs like yoga or meditation sessions is also effective. Wellness apps like Vantage Fit that organizes fitness schedules can help them with daily fitness challenges.

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6. Learning and Development

According to LinkedIn’s latest workforce Confidence survey, Gen Z employees favored employers offering more opportunities for learning and development. This generation has seen rapid technological advancements which makes them more eager to acquire new skills that can boost their opportunities for growth.

Provide them with access to online courses, workshops, certification programs or any other platforms you see fit, which promotes learning. Go an extra mile to encourage their participation by providing them with stipends for courses.

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7. Technology integration

Gen Z has grown up with technology. Integration of technology in the workplace is considered crucial by the Gen Z as it helps them stay competitive and up to date with latest trends.

Embrace modern technology trends and create a working environment that is appealing to this generation. Implementation of AI (Artificial Intelligence) driven tools that helps employees make data driven decisions, use of analytics platforms that can help analyse market trends and customer behaviour are some of the things you can do.

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8. Purpose driven work

The current generation is a socially conscious and value-driven generation. Gen Z look up to employers that are socially responsible.

Organizing charity events, volunteer programs, community service activities are an effective way to engage Gen Z. Take up steps that reduces the environmental footprint, embrace green building practices, sustainable office design etc to align with Gen Z expectations.

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9. Competitive Compensation

As mentioned earlier, one of the top priorities for Gen Z (70%) is a high paying job. They aim to achieve financial milestones earlier in their lives.

Establish a transparent salary structure, implement a system of periodic salary reviews, to ensure their compensation matches their career progression.

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10. Collaborative environment

Gen Z is more outspoken and prefers a collaborative setting in their workplace. They see teamwork to drive organizational change.

Foster a more collaborative work environment by implementing engaging team building activities like office trivia, team lunches etc. Encourage open communication and make them feel comfortable to share feedback, concerns, and ideas.

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Wrapping it up

Generation Z is one of those generations that are not just confident but are capable of taking things into their own hands and bringing about innovation.

An insight into Gen Z’s needs and desires can help employers attract them, as well as gain a competitive advantage.

The workforce is constantly evolving, the time is now to address the needs and expectations of Generation Z. It is a strategic investment that can drive innovation and growth in any organization.

Recruiting these self-motivated young talents who are always eager to take up challenges can accelerate your company’s productivity. It is up to you to make Gen Z an integral part of the organization and move upward in the future.

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