Make Space for Generation Z at Work

As soon as we just started to wrap our heads around how to maximize output from our Millennials, we now see the rise of Generation Z who are ready to hit the job market in droves. Truth be told, anyone that was born after Generation X, those of us either at the peak of our careers or nearing the finish line, will continue to be dumbfounded unless we adjust our point of view.

So how do we see past the demands and expectations to embrace their energy and recognizable differences to use to our advantage?

Let’s start with what they do bring to the table that can add value to your business and culture.

1)   How Generation Z Redefines your Value Proposition

In the past, companies achieved great success in luring potential employees with a package offering with all the attractive features that gave the employee a true sense of job security. Over time, that alone became slightly lacklustre with the Millennials seeking the value proposition in succession planning and goal alignment. Asking what you had to offer them in the sense of the bigger picture, and how fast they can get there. Gen Z, however, wants more and take a shorter-term view. They want to go on a journey of self-discovery, growth, and experience from the day they start. They want an experience from the minute they walk through the doors to inspire them to work for your organization and bring a fresh point of view to the table.

Don’t get me wrong, hard currency always matters, but with Generation Z, the intangibles are valued just as much and, in some cases, even more. Most Generation Z candidates will come to an interview prepared, but not in the way we think.

Gone are the days where they studied a website and researched the company to represent themselves as budding industry experts. Instead, a Gen Z will study your social media presence, read your posts/blogs/articles and are interviewing you as much as you are them. They will measure your physical personas against your online profile and assess your authenticity. In their minds, any incremental skill enhancement needs to be celebrated, supported and acknowledged as valuable. The work environment that they expose themselves to needs to contribute to their overall mental, physical and psychological health in order for them to not only accept your job offer but to stick around, for it to be worth your while to up-skill them. They want people that care about them and what they do.

Why do they do this? More importantly, why should you hire them, adjust your approach and break out of your comfort zone? After all, your approach is how you have grown in your own career or built your business.

Well, firstly by creating a work environment that provides a Gen Z utopia, you may actually revitalize your culture and get a refreshed ‘buy-in’ by your total workforce. Suddenly, everyone including the veterans, who have been with you for years are not just there to ‘clock in and clock out’, but to see their work as a day to day experience that aligns with their own goals and values too. What often comes from that is better output, higher efficiency, and staff retention

We also need to realize that this generation will be in high demand and will make a big difference in the world as we know it, with their entrepreneurial flair that, if managed correctly, can have a great impact on the bottom-line. So, taking this into account, we need to start seeing how this will influence recruitment as we know it.

Now we need to ask, “How do we attract these talented gems of possibility?”

Companies need to redefine their features and benefits beyond the ordinary in order to attract the best talent. At the core, members of the Gen Z will list well-being as their first priority. Therefore, employers need to colour outside the lines and show flexibility. A pension means nothing to a Gen Z, but flexi-time, remote work accessibility and brand collaboration, now we are speaking their language. Creating multiple platforms that allow them to feel heard and valued. Interesting events or sessions that incorporate fun into a strategy to encourage innovation, that will add to the overall job experience and attract them to choose you as their place to be.

That leads me to the next question, how do we get them hooked from the first interaction?

2). Think “Connection” During the Interview Process

Gen Z wants to feel good about the opportunity that is being offered to them. They want to leave the interview on an ‘energy high’ from the experience of meeting you and getting a sense of your business. It all comes down to how you make them feel during the interview process. Although they are young and might lack the experience, they still want to feel a measure of respect for whatever they have achieved. Try not to dismiss their ideas or opinions, but rather ask questions, a lot of questions, and show interest about who they are and how they think. Both Millennials and Gen Z focus on contribution and value the idea of having a purpose. They are ready to work but need a place that is open, collaborative, sharing ideas and learning from each other. You, therefore, need to be able to demonstrate this actively and mention it during the interview process. Show that you will appreciate their unique skill sets and perspectives. Demonstrate required best practices and behaviours with a measure of flexibility, to ensure that they see and understand their role in the team and wider organization. Identify that which makes each individual flourish using an approach that best works for them. The more challenging the opportunity, the more piqued their curiosity will be.

Another great tip is to make information about the company readily available. Think out of the box to plug and play well with them. Think Snapchat, and WhatsApp, as well as all the sources you already use. These communication platforms are instantaneous. Gen Z are used to getting a lot of information quickly. Don’t let them wait. Rather be pro-active in the information you provide and be honest. Engage a Gen Z by providing answers they can access at their fingertips on their mobile devices. Be honest about what your company has to offer. Online videos and employee testimonies, for example, are a great idea to spark interest and gain a competitive recruitment edge.

3). Innovate Leadership Structures:

Millennials were taught that they should never be denied access to anything they want. Everything they ever needed was readily available and required minimum effort to obtain it. It’s therefore little wonder that they do not work well within traditional leadership structures. The authoritative leadership style does not attract them at all, therefore the landscape of leadership needs to adapt to the wants and needs of the workforce. Millennials network, share and want co-leadership. For this reason, it will be a good idea to develop leadership agility with managers who will lead with expertise, consensus-building, and deep listening techniques. Mentorship and coaching will mould these employees to become what they should be.

Change is inevitable with Millennials and Gen Z taking up more positions of leadership in the future. They will have a pronounced and profound effect on how the workplace develops. Companies might be surprised by the innovation, growth, and ideas that this generation will come up with. All the more reason to shift your approach to make the necessary adjustments in order to attract and recruit the best this new wave has to offer. 

https://www.dhirubhai.net/company/insight-connection