Why Gen Zs need employers’ support more than ever
The first members of Gen Z graduated from university during COVID. These youngsters, the next generation after Millennials, are now aged 10-25. They are the workforce of the future.
Recent studies show Gen Zs and millennials already make up 38% of the global workforce; this will rise to 58% by 2030. What do employers need to know?
The outlook of the Gen Zs now entering the workforces is defined by the disruption caused by the pandemic. These workers saw the last critical months of their education disrupted, took their final classes and exams isolated in their rooms, and started their first job searches at a time when hardly anyone was hiring. After all that, they faced the challenges of remote onboarding and mentoring–difficult enough for anyone, let alone for a young person in their first job.
It’s important to remember this as you interact with Gen Z workers. While employers have always needed to support young people into the workplace, this is more vital than ever after the pandemic. Social interaction skills have taken a battering and confidence levels are low. Engaging with local employers helps to build young people’s confidence.
But don’t make the mistake of seeing Gen Zs as victims. They have skills and qualities that make them uniquely suited to dynamic, fast-changing environments, challenges and opportunities.
As digital natives, they’re beyond adept with technology, viewing it as an extension of themselves. They tend to have culturally diverse mindsets and broad horizons. And since workplace flexibility tops their list of employee benefits, they tend to adapt faster to remote working than older workers.
However, remote working does mean structured mentoring is vital to make sure they get enough coaching and guidance to internalise the company culture. Digital learning and pairing them with more senior employees will help them adjust. And the mentoring can go both ways, with the younger workers supporting their older buddies in learning new digital skills.
For a generation that loves flexibility, you can build trust and improve outcomes by setting expectations and accountability in a way that enhances the working-from-home experience, such as giving them KPIs based on quality of output rather than quantity of hours.
Just like people of any age, Gen Zs can also suffer from loneliness and mental illness. However, they may not readily cultivate meaningful face-to-face relationships or respond to feedback the way older generations do. However, their behaviour tends to be very much influenced by their peers, even if they haven’t met in person. Stress and anxiety can sap their morale and lead to absenteeism and attrition.
This means it’s vital not only to provide structured mental health support but also to be aware that Gen Zs may not show stress in the same ways you do and may need more proactive checking on their wellbeing.
Action steps for the Gen Z Workforce
In the book Working with Gen Z: A Handbook to Recruit, Retain, and Reimagine the Future Workforce after COVID-19, authors Nishizaki and DellaNeve asked what Gen Z’ers want from their employers. This is what appeals to them most:
- Feed them! Gen Z’s top perk is free food, especially healthy snacks. Remember many of these workers have been in poverty during the pandemic with parents losing jobs, and are only just learning to manage their own budgets and meal planning: the reality is that sometimes they’ll show up to work hungry.
- Align passion with mission. 85% of Gen Zs say the social impact or mission of their employer is an important factor when choosing a job.
- Target professional development. 97% of Gen Zs want job opportunities outside what they were originally hired for. Job rotation programmes will keep them engaged and teach new skills.
- Optimise in-person expectations. Surprisingly, Gen Zs prefer in-person training. Break the ice during onboarding for a good hybrid experience.
- Keep them interested. Gen Zs love employers who take steps to eliminate boredom in the workplace.
- High touch. Gen Zs want their manager to check in with them for 5-30 minutes at least once a day
- Mentor them. Gen Zs want a manager who acts as a mentoring coach and a friend.
- Open your mind. Gen Zs really need authority figures who aren’t set in their ways.
- Let them have their videos off. Gen Zs often work best by multitasking and don’t like being forced to be camera-ready.
Ultimately, how well you engage with Gen Zs will depend on your appreciation of their unique strengths and vulnerabilities. Older generations have much to learn from them as well as much to teach. By focusing on the benefits they bring to the workplace, you can build a stronger, more diverse and inclusive workforce.