Gen Z - is the workplace ready?

For some time now, we’ve focused on making sense of what Millennials want and how to entice them to be part of your workforce but there’s a group that’s even larger and more enigmatic: Generation Z.  Composed of individuals born roughly between 1996 – 2010, Generation Z kids are just starting to graduate from high school and college and the first wave is already arriving in the workforce.  By 2020, 80% of the workforce will be post-boomer and greater than 20% will be Gen Z. 

Thought it’s too early to say for certain how Gen Z will make its mark on the workplace, early surveys indicate a distinction from their Millennial predecessors. Let’s take a closer look at the formative circumstances that drive the behaviors and preferences of this first truly digital and global generation:

Their defining moments are still happening

Given that Gen Z are age 20 and under, their defining moments are still happening. Key events that we know that have affected them as a generation include the Affordable Care Act becoming law, growing up with an African-American US president, gay marriage becoming legal, medical marijuana become legal in many states and the fact that there has “always” been twentysomething entrepreneurs who are billionaires.  Social media has always existed for them. They consume information quickly and within a nanosecond, move onto the next topic.     

Appreciation for social connection, structure, order and predictability

This group has largely come of age during the Great Recession and given the events of 9/11 and the prevalence of school shootings, they never had a threat-free perspective.   As children of Generation X (and Millennials), a group described as being latch-key kids and who witnessed mass layoffs, Gen Zers have the highest home schooling rates in US history and high rates of one “stay at home parent” both of which emphasize the family as a secure base. 

Generation Z have come to learn to value connections with family, order, structure and a sense of predictability in their lives. Gen Zers are drawn to safety. According to Bruce Tulgan, author of Bridging the Soft Skills Gap and a leading expert on young people in the workplace, “they’re used to change and weather it well, but they’re more cautious about navigating it.” In fact, trend prognosticators liken certain characteristics of Gen Z to that of the Silent generation in that they appear to be a more cautious class that steers away from risky behaviors and towards more sensible careers and choices. Statistics on lower underage drinking and higher seatbelt wearing are just a couple of data points for this type of characteristic.

Highly educated

It’s likely that a larger percentage of Gen Z will attend and graduate from college than any previous generation, including the Millennials. Gen Zers are also adept at web-based research and often self-educated with online resources such as YouTube and Pinterest. They can learn complex things like how to upgrade your computer’s operating system the same way they can learn how to bake an apple pie: one video at a time. They have come of age by placing a priority on how fast you can find the right information rather than whether you know the right information.

Gen Z wants to make a pragmatic difference in the world

A large portion of the generation would prefer a job that makes a positive impact in some way, and a large portion of them volunteer. However, it’s unclear what impact school-based volunteer requirements are having on volunteer rates among the generation. An overwhelming majority of Gen Z are eco-conscious and concerned about humanity’s impact on the environment. Gen Zers also want to make a decent living with a stable employer. This practical aspect of financial prudence and wanting to help people could lead to longer-term differentiation from Millennials.  

The ‘reality-check’ generation

This generation has been front-row observers of the struggles their family members have had with the financial crisis and tumultuous economy over the past 10 years. “They’ve seen parents and grandparents who have had to go back to work, take part-time jobs, or have had their life savings either wiped out or partially wiped out says Paul McDonald, senior analysist for Robert Half. 

In a recent Robert Half survey of more than 770 students ages 18-24 in the US and Canada, Gen Z workers rank career opportunities as their number-one consideration in pursuing a full-time job, but those opportunities must align with their personal goals and belief systems. The big question on their minds is, what role is this job going to play in my life story right now? Not, “where am I going to fit in your company, but where are you going to fit in my life?”

Are you ready to manage a multi-generational workforce?

An unprecedented four generation workforce --- Baby Boomers, Generation X, Generation Y and Generation Z – will be working side by side, each with their own formative circumstances, communication and personal recognition preferences, work styles and world views. Leveraging the good characteristics of each generation will undoubtedly include bringing them together as a cohesive team environment, changing the rules, breaking through traditions and enabling employees to learn from each other.

What are you doing now to ensure all generations can work effectively?

Although this generation is ready to fill the technology gap, they may enter the workforce with a soft skills gap, according to Tulgan. His work has identified key traits that hiring managers say are missing in today’s young talent include taking personal responsibility, self-presentation traits including timeliness, organization, productivity, quality, follow-through and initiative.

As Gen Z grows and matures, developing characteristics will come into sharper focus, allowing organizations to position themselves to attract this new generation as employees and as consumers. For now, businesses would well be advised to invest in building cultures of social impact which help employees feel a sense of purpose with their work. Because this class is bombarded with round-the-clock access to technology and information, managers will need to coach them toward what’s relevant, take a firm interest in their career path, help them map where they could go, ask for input and make sure it’s a two-way conversation.    

Making sweeping generalizations about any work group is an inexact exercise and while Gen Z isn’t the only generational change businesses need to anticipate in the workplace, it represents a critical part of our collective future. The more we can prepare for their arrival, the more they will succeed in business, in the workplace and in their communities.

<SOURCES>

 “Get Ready for Generation Z” report,  https://www.roberthalf.com/workplace-research/get-ready-for-generation-z, Robert Half and Enactus

“Top 10 Gen Z Questions Answered”, https://genhq.com/igen-gen-z-generation-z-centennials-info/, The Center for Generational Kinetics 

“What Employers Should Know About Generation Z”, https://knowledge.wharton.upenn.edu/article/what-employers-should-know-about-generation-z/, Knowledge@Wharton

“What Comes After Y? Generation Z: Arriving to the Office Soon”, https://knoll.com/knollnewsdetail/what-comes-after-y-generation-z-arriving-to-the-office-soon, Knoll Essentials

“Why employers are reaching out to the next generation of workers: Gen Z, https://chicagotribune.com/business/ct-generation-z-workforce-0402-biz-20180331-story.html, Chicago Tribune