The first graduating class of Generation Z entered the workforce in 2019. This means that in the next decade, as the Boomers retire, Gen Z will comprise up to a third of the workforce. Gen Z is a unique generation born in the full-blown digital age. No wonder they are characterized as independent, creative, and more entrepreneurial in how they approach work. As an employer, you need to be ready for this new vibrant generation. Here’s a guide on how to make that transition.
Encourage collaboration and effective communication.
For starters, you should know that Gen Z tends to value social interactions. Research shows that 51% of them prefer speaking to friends, family, and co-workers in person rather than via text. As a business owner or key decision-maker, you should cultivate a culture that promotes team spirit in your organization to encourage Gen Z workers to stay the course. Additionally, it would be best if you made available plenty of ways to collaborate and communicate in-person and online. You can do this by:
- Using video calls to communicate instead of phone calls
- Using frequent meetings to offer human connection they love
- Offering thoughtful critique and set up days to review their performance.
- Organizing social activities such as hiking, swimming, skating; to encourage team bonding.
Set plans for career advancements
The generation craves stability at work, as opposed to changing jobs regularly. This is undoubtedly good news for you, as you are unlikely to experience high employee turnover. However, to encourage Gen Z workers to stick around, you must create career advancement opportunities. Research has established that most Gen Z workers value internal mobility. This means that they are more interested in working for organizations that have a “promote from within” policy for its workers. To keep up with the new demands of the workers, you need to review:
- Learning and development that your company has in place
- Internal promotion policy, and the practice of hiring from within
- The opportunities and responsibilities that give Gen Z a sense of ownership.
Adopt new technology
Again, technology and Gen Z are inseparable. It is the first generation of people who were born and raised in the age of new technology, with Wi-Fi, gadgets, social media, and the likes. As a business, you will need to meet the digital needs of Gen Z if you are to realize the goals of your organization.
Gen Z expects technology to fit and work seamlessly in their personal and professional lives. For example, you should have high-speed Wi-Fi, tablets, and computers in the workplace. Similarly, you can allow flexibility at the workplace and adopt the “Bring Your Own Device” policy. This will give freedom to the Gen Z workers in your organizations to use their gadgets to complete your work-related tasks.
Essentially, it will increase their efficiency and contribute to the growth of your company. However, as good and as useful as the policy may sound, it does not come without its risks. Using personal devices to access your company data could potentially expose you to cyber threats. In other words, while encouraging Gen Z to use their devices to accomplish your company tasks, you need to get more info about mobile device management and protect your business. Adopt strategies to protect your company from any potential threats that are growing quite prevalent. Well, you can integrate modern technology to satisfy the needs of Gen Z by inculcating approaches like:
- Using approaches like virtual reality in onboarding or training processes.
- Giving them access to massive open online courses (MOOCS) to enhance their personal growth and skills.
Help Gen Z manage their stress levels
Research carried out by Future Workplace revealed that 37% of Gen Z feel that stress is the greatest obstacle, which leads to delay in their career development. The critical stressors identified were work, money, and stability. The outcome of the stress include:
- Higher healthcare costs
- Decrease in productivity
- Increase in sick days and accidents on the job
It would be best if you came up with strategies to help them cope and manage stress at work. You can do so by offering perks such as:
- More vocational days
- Competitive salaries
- Paid time off
- Flexibility at work
Generation Z workers have inevitably come with more demands. They differ from millennials and boomers in many ways, but it is their relationship with technology and a need for flexibility at work that stands out. The generational transition is now taking place in the workplace. That’s why you will need to understand and adapt to their needs if your company is to function effectively.