Working with Gen Z

I recently welcomed two bright interns into our team. As we chatted about their aspirations and dreams, it struck me how different their journey will be compared to what my generation faced. They are entering a very different world.

One of the most prominent challenges facing Generation Z is the cost of housing. In the UK, in the 1980s and 90s, most of Gen X left home after completing their studies. It was normal to rent first and then, with a few years of savings, buy your own home. When people married, they were able to live in one house and rent out the other. This is almost impossible for today’s young people. Many people can't even pay rent, let alone buy a house, and those who do rent need to do so for longer.

Young people are increasingly anxious. Gen Z faces fierce competition for employment, especially at junior level. The young people I work with experience high levels of anxiety and stress around employment.

Gen Z are true digital natives, embracing new technologies and apps with less effort than previous generations. This has side effects: negative around the impact of social media on mental health. More positively, Gen Z are exposed to and support individuality, and have high expectations around DEI. And it doesn't seem to have translated in desire to learn more interest in studying computers at school and university.

There's no doubt it's exciting to see how we transition to remote working, often touted as the future of work. This might be a way to reduce stress and anxiety. But it also makes it harder to train and on-board the newest members of our workforce.

As autumn approaches, Gen Z is entering the workforce at an unprecedented rate. Employers need to be more flexible about experience, embrace DEI, and provide supportive work environments to help Gen Z adapt and thrive. Experienced employees need to be willing to spend some days in an office, to train the next generation.?

I'm scared by their challenges and excited by their potential.