GEN Z: The Game-Changer in Today’s Workforce

Businesses evolve; workforces evolve. ?Gen Z is our newest group to enter the workforce and they introduce their evolved set of values and aspirations. This introduction continues the ongoing process of reshaping the workplace landscape. Each generation before Gen Z has influence the workplace experience, and the generations following them will do the same.

For most businesses, integrating these evolving perspectives isn't just a necessity; it's an opportunity to cultivate a competitive workplace. Think about the breadth and depth of knowledge, skills, and abilities in a workplace made up of boomers (I & II), X’ers, Millennials, and Z’s.

Let’s focus on Gen Z’s…… ?

The Gen Z Difference: What Makes Them Unique?

Gen Z, those born roughly between 1997 and 2012, are digital natives of a rapidly changing world. From birth, they’ve been part of the digital footprint and using technology is as normal to them as using a landline phone is to a Boomer, X’er, or – maybe – a millennial. Their life experience has influenced what they expect from the workplace and their managers in several ways:

1.????? Career Learning, Growth and Development: Unlike previous generations, Gen Z expects and wants continuous learning and career development at the onset of their career. They are more likely to seek out opportunities that provide clear paths for advancement, even if they haven’t “paid their dues”; if they don’t get it they will unapologetically jump ship to another job.

2.????? Work-Life Balance: This generation prioritizes a healthy balance between work and personal life. They are keen on flexible working arrangements, which allow them to manage their time effectively and maintain a fulfilling personal life. They work to live and place more value on the latter than leaving it all on the field in the workplace.

3.????? Trust and Transparency: Trust is a cornerstone for Gen Z. They expect transparent communication and value working in environments where they feel trusted and can trust their colleagues and leaders. Those financials you (leaders, CEOs, COOs) don’t think they’ll understand? Yes, they will.

4.????? Job Mobility: Gen Z is characterized by a tendency to move between jobs more often, often staying with a company for only 2-3 years. This reflects their desire to experience diverse roles, workplaces, and cultures. This might be the first generation that is living out the consequence of companies ditching pension plans or other big payouts if you fork over 20-25 years of your life. There is no carrot at the end of the stick anymore. People change jobs frequently. Whether businesses like it or not, that is part of how they get what they want (better flexibility, more money, different title, better learning and development opportunities, nicer people, etc.)

5.????? Gen Z expects constant change. Think about it, they’ve grown up in a digital world with more access to information at their fingertips than any prior generation. Everything is faster and exposes them to the reality of constant change. While older generations baulk at “change” – it is much more normalized to Gen Z.

Strategic Tips for Integrating Gen Z into Your Workforce

For business owners and leaders, embracing evolving expectations is crucial. Here are eight tips to integrate Gen Z into your multigenerational workforce:

1.????? Invest in Continuous Learning: Create or buy programs to provide ongoing learning, training and development, then marry this to a career path. It feeds Gen Z's hunger for growth and equips the team with the latest skills and knowledge.

2.????? Implement Programs: Mental health awareness matters to all generations but has a more prominent voice with Gen Z. Corporate social responsibility and community stewardship is, almost, a requirement by Gen Z. DEIAB behaviors and informed policies that move the needle; Gen Z looks for actions – do you walk the talk?

3.????? Promote a Flexible Work Environment: Offer flexible work hours, remote work options, and a results-oriented approach. This latter part is key. Flexibility and remote or hybrid options are not only attractive to Gen Z but also beneficial for all employees striving for better work-life balance.

4.????? Foster a Culture of Trust and Transparency: Open and honest communication is key. Employees know BS when they see or hear it, and they know when their leaders walk the talk or are simply spewing words and phrases that are self-soothing and self-gratifying. Provide updates the team on company goals, successes, and challenges. Even better – invite Gen Z into the process by helping them understand how their position and work contributes to the company’s success. Share financial health status updates. This builds a culture of trust that Gen Z values deeply.

5.????? Encourage Cross-Generational Collaboration: Leverage the strengths of each generation by fostering mentorship programs and collaborative projects. This strategy captures and uses diverse skills and perspectives within your team, nourishing and cultivating innovation and reciprocity in learning.

6.????? Recognize and Reward Achievement / Career Growth: Acknowledge and celebrate the achievements of all employees, not just Gen Z. Recognition and rewards help maintain high morale and motivate your team. Small wins matter. Celebrate them. Simple words of appreciation go a long way. Read The Five Languages of Appreciation by Gary Chapman to discover how to simply and powerfully reward employees.

7.????? Embrace Diversity and Inclusion: Gen Z values diversity in the workplace. Ensure your hiring practices and workplace policies promote a diverse environment where all people feel included, feel a sense of belonging, and believe they have equal opportunities. Gen Z seeks this environment, and it enriches your workplace culture.

8.????? Be Prepared, Be Agile: Gen Z may not stay long-term. Build a strong alumni network and consider alternatives to the typical full-time scheduled. Could part-time or project-based roles be a better fit for Gen Z (or others)? And allow them to return in the future. Boomerang employees are those who left the organization for a good reason and later decide they’d like to return. Don’t take a hard stance because you feel burned by someone who left after a year or two. Sometimes where, when, and how someone needs or wants to grow happens elsewhere.

Implementing a Strategic Approach

Integrating Gen Z requires a thoughtful and strategic approach. They are already in the workforce which can be positive. They are the best voice for expressing what each of the categories shared really mean to them. Invite Gen Z to help assess the current workplace practices and identify potential changes that align with their values. Evaluate the cost and practicality of implementing training programs, flexible work policies, and transparent communication channels. Talk about what might go wrong or the potential pitfalls. Communication is foundational and critical to the process.

Encourage intergenerational collaboration and celebrate diversity to create a vibrant workplace culture. Try creating fun programs that bring people together. It can be a blend of work projects and team building initiatives. Maybe it’s a book club to read and share insights (the book mentioned earlier is great for this!). Perhaps it’s a project for the company. Develop a mentorship program and pair people with diverse backgrounds. You must be committed and intentional.

At Outside Force, we specialize in helping businesses navigate these changes. Our consulting, training, and coaching services are tailored to our clients to support the uniqueness of the business, workforce, and leadership team. This custom and individual approach to serving client’s is instrumental in building a cohesive, future-ready team and business. Whether you're looking accelerate employee engagement, rethink and leverage retention, prepare your business for the future, or simply understand the evolving workplace dynamics, we're here to help.