Who are generation Z? Here’s what you need to keep in mind when managing Generation Z in the workplace. Get ready to negotiate. HR must adapt and equip themselves to handle the needs of this new worker. 76% of HR Professions Lack The Skills to Stay RelevantIs Your Skill Set Future-Proof? Some will want to work from home a few days a week while others value education. The first wave of Generation Z is entering the workplace, and companies may be surprised by how much they differ from millennials. Generation-Z is the first fully digital generation, and yet, they yearn for human interaction at work. However, as quickly as millennials swept into the workforce, another wave of generation is arriving at the workplace: Generation Z. As Generation Z pushes the boundaries of traditional work-models, HR departments will need to review their talent retention strategies. By continuing to use this website, you agree to our use of cookies in accordance with our privacy policy. Over the next ten years, Boomers will retire, Millennials will enter senior management roles, and Gen Z will make up one-third of the workforce. If you want to attract Digital Natives to your company and avoid high staff turnover, managers should do the following: Unlike Millennials who tend to change jobs every two years, Gen Z craves stability. In the office, managers should create a culture that fosters team spirit to encourage Digital Natives to stay put. But stay on top of the latest (social) trends because technological developments – and the preferences of today’s teenagers – change quickly. While we don’t know much about Gen Z yet…we know a lot about the environment they are growing up in. A few elements to keep in mind here: In order to find the best generation Z talent, recruitment efforts should go there where the candidates are: on social media, using videos. This is the first generation that doesn’t remember a time before Wi-Fi, social media, and the stress of illegally downloading songs on LimeWire. ●      Digital pioneers and witnessed the rise of social media, internet, and instant messaging. It’s been coming for some time now, but instruments such as the CV and cover letter finally seem to become a thing of the past with the arrival of Gen Z. ●      Interested in role hopping and learning different tasks or taking on projects outside of their designated job role. Working from home makes it harder to disconnect from work. Written By. Not skimping on feedback. The most recent generation—Generation Z—ranges between 1997-2012, meaning the oldest members of Gen Z have been viable members of the workforce since 2011. If you have exceptional writing skills and would like to share your expertise with a large audience of HR executives, business owners, and managers, we'd love to hear from you! The oldest members of Generation Z are turning 23 this year. Another trait HR managers can look at is the method of communications between these two generations. Those who fail to do so will simply fall behind. An extreme example is Buffer, a social media company founded in 2010 that publicly discloses its salaries. Over the last few weeks, I’ve written a series of articles directed at Gen Z trends. Avoid lengthy job descriptions as Digital Natives simply won’t read them. So what’s stressing this generation out? For example, we have “The Lost Generation” (1890-1915); or the “Baby Boomers” (1946-1964). To read Litt’s full article (which I recommend) for Forbes, go here. By this point, some may have completed college with a few internships or part-time jobs under their belts. Generation Z. For a better communication stack, I recommend switching up your communication channels into a cloud pbx system. Treating them with the same respect as someone more senior. Generation Z is not just working for a paycheck. It also means that the newest generation is taking its first steps into the workplace as interns or entry-level employees. So, what do we know about this new, iGeneration of … Just enter your email below to get regular deliveries of awesome HR insights. In practice: For Generation Z it’s mobile first. Many of them are also worried that technology has weakened their ability to communicate and 92% of Gen Z fears that it has created a (cognitive) skill gap. As the Generation Z workforce begins the post-college job market search, recruiters and HR staff need to be aware of what those individuals value in an employer and adapt their strategies to bring them on board. As members of Generation Z graduate from college, employers need to provide the support, freedom and flexibility these younger workers seek. In my first article, I introduced Generation Z characteristics and explained what HR should know as the youngest group of workers takes their rightful places across the workforce. They … The media has focused a … HR ASIA - Asia's Most Authoritative Publication for HR Professionals In fact, according to a study by Inc., 91% of them says this would directly impact their decision whether or not to work for a company. She’s an experienced digital HR & HR Tech writer, speaker, and entrepreneur with an international background. As such, they know very well how to use this kind of technology for virtually every aspect of their everyday lives. Are your managers and HR team ready to attract, manage, and retain these new employees? ●      Prefer education alternatives like on-demand learning, YouTube tutorials, or on the job development training and are wary of college debt. Managers should check-in often, offer thoughtful critique, and set up weekly feedback and. It will give your Gen Z workers visibility about their career development within your organization and hence provide them with a sense of security. The entrance of Gen Z into the workforce will undoubtedly have consequences for HR. This is the final of three articles in the Rise of Generation Z article series. In general, gen z workforce are all about the latest productivity stacks so encourage productivity tools within your organization. How could they not be, really? Published on 29th June 2017. Generation Z is composed of those born between 1995 and 2010, which means that the oldest are about 22 and are just entering the workforce.. Not only does diversity make your company more attractive to Gen Z, but it’s an important part of your employee retention plan. Want to capture Gen Z’s attention? Moving forward, improving the employee experience will be key. You can help your Gen Z employees feel heard and valued by: Managers need to adapt to the flexibility Gen Z brings to the workplace. Let’s take a look at some of their characteristics. So, what do we know about this new, iGeneration of workers? They care more about things like technology, diversity and money than the last generation, and employers will need to adapt to win them over. One of Gen Z’s biggest worries in the workplace is ageism. According to Google Trends, the popularity of the term “millennials” has exploded in the past four years. We use cookies to improve your browsing experience. The first wave of Generation Z (born between 1995 and 2012), also known as iGen, is entering the workforce making them the youngest group behind Generation Y, also … HR needs to take this to heart. Gen Z or iGen) comprises, according to most experts, individuals born after 1996 to the present – which means that the older segment has already turned … Gen Z is the newest cohort to join the working ranks. < Back to Glossary Terms . Generation Z (also known as the iGeneration or Digital Natives) starts roughly between 1996 to 2012. If you are an employer or recruiter looking for new talent, you may well be targeting this generation, and – as you will see below – this may mean they require a slightly different recruitment approach than usual. You’ve just got a handle on the wants and needs of millennials in the workplace and now you’re hearing that Generation Z – those born after 1996 – are a whole different breed. ●      Prefer collaborative working environments and seating arrangements. Unlike Millenials who aren’t motivated by money, Digital Natives are the opposite. If you have important information you want to get across, it’s better to use modern content that’s compelling. We have been giving names to generations of people born from 1890 onwards. For instance, integrate. For instance, turn lengthy documents into engaging presentations, infographics, etc. For Generation Z, safety means they are looking for stability and that opportunities to advance within a company are based on performance. Instead, a focus on a short voice-or video message to keep candidates informed about their status and potential next steps seems to make more sense. So a fully mobile compatible L&D program – both for iOS and Android – is your starting point here. Generation Z is born and raised with the social web, they are digital centric and technology is their identity. Gen Z is the newest cohort to join the working ranks. With the majority believing they should be promoted within one year, managers review the following: Technology and Gen Z go hand in hand. These are the kids that were practically born with a smartphone in their hand and it wouldn’t surprise me if ‘WiFi’ was one of their first words. As Michael Litt, millennial co-founder and CEO of video platform Vidyard – as well as Gen Z employer – put it in his article for Forbes: ‘A natural result of growing up with a camera in your pocket is that you’re not afraid to use it.’, And indeed, while the constant selfie-making may seem a rather pointless activity to some of us, it does teach you something about how to present yourself. The study emphasizes that it is critical for the organization to revisit their strategies so as to accommodate this cohort group. Gen Z won’t accept a salary if it doesn’t match their worth. Lanier, K. (2017), "5 things HR professionals need to know about Generation Z: Thought leaders share their views on the HR profession and its direction for the future", Strategic HR Review, Vol. Yes, they’d like to make a difference in the world, but they find it more important to have a job that allows them to have a secure life outside the office. A recruitment process driven by emails probably won’t cut it in the long-term either. The workplace will have to adjust to that mentality. Unlike their millennial predecessors, who are very much purpose oriented when it comes to their professional choices, generation Z attaches great value to a certain level of security. 63% of Generation Z feel that it’s essential to work with people from different educational backgrounds, skill levels, and cultures. ●      Grew up publicly sharing their thoughts, opinions, and life updates. Now that millennials are entering the C-suite, it is time to learn a little bit more about the emerging professionals that will eventually take their place.Pew Research Center defines Generation Z, or the Post-Millenials, as those born between 1997 and 2012.They are in many ways a natural successor to the previous generation, concerned with equality, connection, and the latest “big thing.” Brad Rencher celebrates one year as CEO of BambooHR, and what a year! A demographic cohort containing individuals born between the early 2000s and the present day – they follow the Millennial Generation, which is also known as Generation Y, Generation X, and the baby boomers. He shares lessons learned as a leader during the pandemic. © 2020 Bamboo HR LLC. As the new generation enters the workforce, you need to create an environment that appeals to them and evolves with their needs. From within hopping and learning different tasks or taking on projects outside of their characteristics wants work! 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