Gen Zers in Your Workplace
Engaging Gen Z (born between 1996 and 2012) in the workplace requires understanding their unique values and expectations. As they become a more significant portion of the workforce, organizations must adapt to attract and retain this dynamic generation. I have been studying this shift because of the work I did on our new program, GenShift: From Tension to Teamwork, created in partnership with Dr. Katherine Jeffery.
This list from the article is very interesting! A recent survey of hiring managers revealed these assessments (and biases) about "the readiness of Gen Z:
They exhibit entitlement (60%)
They don’t dress appropriately (58%)
They struggle with eye contact (57%)
They ask for too much money (42%)
They lack communication skills (39%)
They don’t seem engaged (33%)
They are too difficult to manage (26%)"
Because much of these judgments are subjective, it looks to me that the hiring managers who responded may be basing their opinions based on biases they have against Gen Zers that are outside their conscious awareness. This is why it's so important to challenge assumptions and judgments (see our course on unconscious bias).
Kratz lists five effective strategies to engage Gen Z employees:
Emphasize Skills-Based Learning:
Gen Z values continuous development and seeks opportunities to acquire new skills. Providing customized learning and development programs can help them fill skill gaps and follow exciting career paths.
Offering mentorship and clear opportunities for career progression can enhance their engagement and loyalty.
Incorporate Popular Technology:
As digital natives, Gen Z expects modern technology in the workplace. Integrating current tech trends into communication and learning strategies, such as mobile HR apps and video announcements, can meet their expectations and improve engagement.
Support Mental Well-Being:
Work-life balance and mental health are top priorities for Gen Z. Creating a supportive environment that promotes psychological well-being, offers flexibility, and provides access to mental health resources can enhance their productivity and satisfaction.
Promote Diversity and Inclusion:
Gen Z places high importance on diversity, equity, and inclusion (DEI). Demonstrating a genuine commitment to DEI through inclusive policies, diverse hiring practices, and support for employee resource groups can attract and retain Gen Z talent.
Provide Purposeful Work:
Gen Z seeks meaningful work that aligns with their values. Offering roles that contribute to societal good, promoting corporate social responsibility, and ensuring transparency in company values can motivate and engage them.
Implementing these strategies can create an environment where Gen Z employees feel valued, engaged, and motivated to contribute to organizational success.