Meet Generation Z Part II…How to Attract & Retain Them

May 18, 2016

In Part I of “Meet Generation Z”, we mentioned that they are the next generation to enter the workforce and according to Wikipedia, some sources start this generation at the mid or late 1990s or from the mid-2000s to the present day. Right now, they comprise about 7% of the workforce, but by 2019 it is estimated that 30 million will be employed.

As more information about Gen Z emerges, it’s most interesting how they differ from other generations when it comes to being happy at work . What will it take for your organization to attract and retain them?

  • Create a young professionals employee group. Starting an employee group for Gen Z will engage and empower these individuals to become future leaders by providing personal and professional development opportunities. Within this group, encourage networking and civic involvement.
  • Provide the latest and best technology. Gen Z is accustomed to having the latest and greatest technology. They’ve been raised on smartphones, laptops, desktops, iPods, etc. and using multiple screens are the norm. Therefore, to get their attention and keep them happy, continuously invest in new technologies and provide Gen Z with the tech tools that will engage them and make them more successful.
  • Provide a career path that is tailored to them. As we know, the HIT Industry is exploding which is creating all kinds of employment opportunities. In order to attract and retain Gen Z, offer them a broad range of areas within your organization where they can specialize and succeed. Think about tailoring positions that leverage Gen Z’s quick adoption of technology and their desire to move up quickly.
  • Expand flexible work hours and remote connectivity. As the tools and technology evolve, make it part of your culture to allow remote participation in meetings. Think about embracing Web-based video conferencing and on-line meetings, if you haven’t already.
  • Offer coaching and mentoring. Gen Z expects your organization to offer formal coaching and mentoring programs. They will especially need training in interpersonal skills and communication.  They are so accustomed to communicating through the use of technology, that most could use pointers on how to have an effective face-to-face dialogue.
  • Refresh your rewards and/or recognition programs. Gen Z professionals need more rewards and recognition programs than any other generation. They look for accolades on even minor accomplishments. You will need to reward often and keep changing the rewards program to keep up with their expectations.

Generation Z is quickly approaching and they’re ready to live and compete in the digital world like no other. This technologically savvy and extremely innovative generation feels that they can achieve anything and they will expect your organization to support them and provide growth opportunities or risk losing them.

What are your thoughts about Gen Z in the workplace?

Meet Generation Z Part I

May 4, 2016

Who are they and what are their work expectations?

Barb Miller (2)The next largest generation is ready to enter the workforce this month. The generation has been coined “Generation Z” or “Gen Z.”  Gen Z refers to the group of people born after the Millennial Generation. There is no agreement on the exact range of birth dates however, according to Wikipedia, some sources start this generation at the mid or late 1990s or from the mid-2000s to the present day. As of this month, they represent 7% of the workforce but by 2019 it is estimated that 30 million will be employed.

This generation is the most digitally connected and they have no concept about life before the Internet, mobile devices, digital games, or iTunes. This screen based generation utilizes technology as a tool to communicate, share information, be entertained, receive and complete school assignments, obtain breaking news, and so much more in every aspect of their lives.

What do hiring managers need to know about Gen Z’s arrival in the workplace?

  • They expect leadership to be transparent. Because Gen Z knows the power of sharing and openness, they want leaders to be honest and forthcoming. There will be no place to hide for inept leaders.
  • They want leaders to provide immediate results. Gen Z is used to real-time information and moving at a fast pace. They want leaders to offer exposure to new projects as well as show them how to attain a high level position in a short period of time.
  • They have an entrepreneurial spirit. 72% of Gen Z expects to create and run their own startups at some point in their career (HRCloud.com). This means heavy competition. Organizations will not only have to compete against each other for talent but against entrepreneurial startups.
  • They may help companies derive possible cost savings. Expect a savings by hiring Gen Z.  Since they’re transient and want to work remotely from any location in the world, you’ll probably save on office space, infrastructure, and relocation.
  •  They expect higher education. For the most part, when talking to Gen Z, they plan on traditional college careers but it’s as much for the social benefits and networking connections as it is for honing IT skills. After graduation, most plan to gain higher education and many plan to accomplish this through online learning.
  • They plan for idealistic generation. They want to change the world, feel that their work has to be of value to society, and love the idea of volunteer work, which many are already doing.

No doubt, Gen Z will have a strong influence on the workplace and affect both HR and technology initiatives. Employers need to find business solutions and processes that will work for this generation as they enter the workplace.

Are you a member of Gen Z or a hiring manager? If so, share a story about Gen Z entering in the workplace.