How Manage Gen Z in the Workplace

With Generation Z entering the workplace and exploring entry level roles in organizations, learning how to attract and retain talent in this age group is key to growing your business. It is estimated by 2030, Gen Z will make up a third of the workforce making this issue pressing. Gen Z is a unique generation as they place greater emphasis on finding an employer that prioritizes mental health, diversity, and social responsibilities than previous generations. As such, understanding the wants and needs of your Gen Z employees is necessary to foster collaboration and growth for your company.  

Who is Gen Z? 

Gen Z refers to people born between 1997 and 2012, making the oldest of the bunch in their mid 20s and the youngest newly teenagers. This generation grew up in the digital age using technology, mobile phones, computers, and more from an early age. They also experienced the COVID pandemic during some of their most formative years, making them adaptable and flexible while also already having experience with remote work. Additionally, Gen Z is the most diverse generation yet, which explains their passion for DEI and social initiatives. That said, Gen Z is entering the workplace, looking for organizations to align with their wants and values.  

What are they looking for in an employer? 

As mentioned earlier, Gen Z has been highly integrated in remote work with most individuals completing school or college online. As such, this makes remote work and flexibility a priority, with the World Economic Forum research estimating 73% of Gen Z employees requesting permanent flexible work alternatives.  

Additionally, similar to the retail trends we see with Gen Z shoppers, Gen Z candidates want to work for an organization that aligns with their values. In fact, 77% of Gen Z stated this was vital for their career choice, and for many of Gen Z, this means an organization that values sustainability, along with social awareness and impact. Forgoing these mission-based aspects of your business can impact your popularity to Gen Z candidates. As such, knowing the demands of the growing Gen Z candidate pool is so important to attracting young top talent. 

How to Manage Gen Z Employees 

With such a diverse and eager generation entering the workforce, businesses need to find solutions to effectively manage this generation. Below are considerations on how to do so: 

Prioritize Workplace Wellness 

As we know, Gen Z values well-being, culture, and mental health in the workplace more so than past generations have. As such, implementing a rigid and traditional culture may not land well with your Gen Z employees. Employee wellness programs such as fitness activities or stress management programs are a great way to facilitate a positive and employee-first culture in your organization. Demonstrating that you support your staff personally and professionally will also go a long way with this generation of employees. 

Allow Flexibility and Autonomy 

Gen Z is the generation with the most exposure to the remote work style, meaning many of them are hesitant to sacrifice the flexibility that comes along with it. That said, not every job can be done remotely; however, with jobs that can, offering the ability to work remotely a couple days a week or even a month can provide that flexibility this generation is demanding. Additionally, micromanagement does not work well with this generation of employees. As we saw from the Great Resignation, this generation of employees has no problem leaving organizations they feel aren’t meeting their criteria. Gen Z employees want to feel in control of their work providing results that make real change. Allowing autonomy for Gen Z workers and delegating can boost their creativity and drive innovation as it gives them a sense purpose.  

Emphasize Value-Based Work 

Gen Z is the most diverse generation yet and they want to make a difference in the work through their employment. Investing in socially responsible efforts will attract Gen Z talent as this generation wants to work at an organization that aligns with its values. Putting emphasis on the societal impact your organization is making will make the role rewarding for Gen Z employees. For example, integrating social initiatives into your core values and mission which can be done by investing in sustainable practices or employee resource groups to support a more diverse workforce. 

Looking Ahead 

As your organization grows and you need to look for young Gen Z talent, understanding the values of this upcoming generation of workers is necessary. Adapting your organization to better collaborate with this new generations of workers will foster productivity and growth. If your organization wants to better understand the newest generation of hires and implement ways to seamlessly transition them into your workforce, contact experts at BCTG for support and guidance.  

Contributions from Leah Harding