Gen Z is ready to work for you, are you ready for it?

The focus of HR managers and business owners in the past years has been on the millennials and keeping them engaged. New times are here and the new generation is entering the work market - Generation Z.

Gen Z is the first generation in history that does not know the world without technology. Almost 98% own a smartphone and on average spend ten hours online. 

While millennials are focused on experience, Gen Z prefers to have financial stability and this will also influence their workplace choice. For this reason, Gen Z is more prompt to respond to perks and benefits aimed to help them reducing debt, help with saving or offering additional education and training.

Further, I would like to point out a few noticeable features of Gen Z and how they would want to be treated at the workplace. 

1. Owning the work 

Instead of telling them how to do the job it is better to teach them problem-solving and let them own the tasks given. Gen Z likes to take ownership and this way you will make them feel engaged and make the workplace more attractive. 

Growing up with technology made them think independently and knowing how to deal with tasks in a very time efficient matter. 

Mistakes that might occur during a project will encourage them to work even in a smarter way. 

2. Wanting Regular Feedback

Regular feedback is key in communication for Gen Z.

Navigating a brand-new role with little guidance can be frightening. Micromanagement might not work with them, however, setting up regular feedback check-in makes them feel that they have the ownership but also have coaching and can address any questions along the way. 

3. Human Interaction

While this generation is master with technology and social media, at the office they prefer to be social. Gen Z seeks face to face interaction.

They want to be involved, work in teams and have real human interaction. 

4. Meaningful Benefits

Ping-pong tables and beer fridges may have been working as recruitment tools for millennials, but we will be looking for different perks for Gen Z. As they are focused on financial stability, health or life insurance, even private pension plans might work better for them. 

Where the focus needs to also be, is a further education and training. 

Loyalty is built through meaningful connections and education. The more time a company invests in career development, the less likely it is that young hires would look for a job change. 

With all this having said, it is important to understand the HR is the department that should not sit in a separate room behind closed doors. HR needs to be actively engaged with the team, daily finding new ways for improvement and suggest new solutions beneficial for both the company and employees.