Preparing for Gen Z's in the workplace

One thing I have learnt about growing up in a diverse and multicultural country like South Africa? Don”t get caught up in broad sweeping generalisations. People are all different, regardless of the similarities they have in demographic or dialect.

That being said, there is a reason why we need these broad groups and categories - otherwise, how else would we be able to learn more about people?

One of these groups has been catching more and more attention in the last few years…

Generation Z.

If you’re not already familiar with them, then it’s time to catch up to speed. Generation Z, or Gen-Zers for short, is the demographic group of people born between 1997 and 2012.

According to ManpowerGroup, we ended 2022 with Gen-Zers making up 24% of the global workforce. By 2030, they are projecting that to grow up to 30%.

That’s a trend we can’t ignore.

At +OneX, I am fortunate to work with some brilliant young coders, creatives and characters who fall within the GenZ group (in fact, the percentage of GenZers in our team is already near 30%). This has allowed me to learn these lessons in the real world, with real people - which has been a real pleasure (and sometimes an eye-opener!).

So, what makes them so different from the generations of professionals before them? It’s much more than just the cartoons, artists and sports heroes we watched growing up - and if we want to guide these youngsters to thrive in our organizations, then we need to learn a bit more about them:

1)     They are Digital Natives

Gen Zers are the first generation to be raised in a digital world, and that has had a significant impact on their behaviour, attitudes, and expectations - both personally and professionally.

They have grown up with smartphones in their hands and smart devices in their spaces - and this tech has been a fundamental part of their lives. Gen-Zers literally grew up with the world at their fingertips - thanks to the world wide web. That means they have been more connected and informed than any generation before them… as long as they have an internet connection.

In our teams and organisations, it's essential that we are able to provide them with the necessary tools and resources to be able to work effectively and efficiently. Access to the latest software and technologies are no longer creature comforts - they are essential tools for trading. This will help get them plugged in and connected from Day 1.

I’ve experienced this first-hand in my team at +OneX. When Gen Z’s want to connect, they are more likely to pop me a message over Slack, Whatsapp or Teams rather than call me or send me an email. This has required us to embrace the omnichannel modes of communication now possible in the workplace; ensuring we also adapt to everybody’s preferred ways of work.

2)     Freedom and Flexibility come First.

Freedom means different things to different people, but GenZers take their need for flexibility and autonomy very seriously. They are constantly seeking to build and maintain a meaningful work-life balance - which some of us a little older than them can definitely learn from!

That freedom requires flexibility too - with remote and hybrid work environments, flexible work hours and even working on a project basis rather than payrolled employment are becoming expectations rather than perks.

Fortunately, in 2023, cloud, connectivity and culture allow us to build these ways of work anywhere in the world… Frankly, we have to get comfortable with these ways of work if we want to attract and retain Gen Z employees who are engaged and performing.

At +OneX, we’ve realised that flexible working is not bound to a building. Young or old, people want to work in ways that suit their strengths. One of our Senior Cloud Engineers does his best work between 23h00 - 02h00 (when most of us are doing our best sleep), but don’t you dare try calling him before 08h30!

It goes without saying that a balance between client needs and work hours is a must, but that balance goes both ways - which is why finding work freedom is about entertaining these conversations and working towards sweet spots that work for our team and our clients.

3)     They are Socially and Politically active.

GenZ’s are not a group of people who will bury their heads in the sand… Gen Zs are socially and politically aware and active. They are more likely to be engaged in social and environmental issues that impact them and their communities. Why does that matter in the workplace? Again - it’s a matter of work-life balance. Gen-Zs are looking to work alongside people who share their values and who care for the same causes they do.

So if your values are 5 words you got from a BCom template (you know the ones that all end in “....ty”) then GenZers are going to see through that quickly.

We’ve been really intentional about this at +OneX. Defining clear values or Elements as we refer to them, was actually the first thing we landed when we began the business. We wanted to be authentic and honest about our values - from the start - and knew that this would ensure the right people jumped on board and with us.

4)     Culture and Cause outweigh Cash.

The point before leads straight into this, and it’s a big one; GenZers are more likely to choose an employer that is guided by a clear and compelling cause than one which is not - regardless of the cash incentive to do so. In a generation of people where you can make a living out of documenting your travels in a mini-van, the old corporate catch of Golden-handcuffs is no longer as appealing… On the contrary, it’s a reason to run in the opposite direction for many Gen Z professionals.

This is where a rich culture of care, character and human connection is crucial.

At +OneX, we’ve embraced people from all walks of life; from digital nomads who want to work from anywhere through to parents who only want to work in the office (an escape for some from the trepidation of screaming kids at home!). ‘Horses for courses’ as they say; but we know that people feel empathy through being heard, and having options.

We don’t always get it right and are still learning tons, but transparency, honesty and clear communication have been crucial tools for us. People are surprisingly more willing to compromise when they’re part of the decision-making; as opposed to hearing about a new policy at the company's next Town Hall.

5)     Diverse but inclusive.

On that same note of culture, Gen Z's are known for being a highly diverse but deeply inclusive generation. They are viscerally aware of their differences as people, yet fiercely committed to fairness and care for all. They understand that diversity, in unity, is a strength - not a corporate mandate.

Diversity expands beyond physical differences, all the way down to employment options. At +OneX Cloud we’ve decided to move away from being talent hoarders and move toward being talent mobilisers, ensuring we cater to career builders as well as aspiring entrepreneurs. (Full disclosure: It’s been a legal nightmare at times, but it’s so worth it when you get it right!)

If we embrace their passions and create environments that enable their potential, Gen Z's will find their crucial and valuable place in any organization. Through tools, tech and resources; offering flexibility and autonomy; aligning to their values and promoting a strong and diverse culture, employers can enjoy a productive and engaged group of youngsters that will help their company to thrive and make an impact in their communities!