Welcoming Generation Z to the Workforce

The mid-90s might feel like just yesterday, but believe it or not, those who were just starting to crawl during this period are now already mature enough to be granted adult status. That’s right, the older members of Generation Z – broadly defined as the cohort born from around 1996 onwards (although there’s little agreement on precise dates) – have finished up their studies and are, as we speak, busy entering the workforce in droves.

Following on the tail of the millennials, this young demographic is soon set to make up almost 25% of the American labor force, and as the first group to have grown up immersed in the digital world, the impact they’ll have on organizations is bound to be massive.

Needless to say, as an older, more experienced employee (who’ll likely be managing members of this cohort), it’s high time you started to prepare yourself for the presence of Generation Z in the workplace and all the change – both positive and less so – that this shift will inevitably bring.

How does Generation Z differ from its older counterparts?

To start, it’s worth exploring what are considered to be some of the defining features of this demographic, many of which distinguish Gen Zers from not just Gen Xers and Baby Boomers, but millennials too. After all, it’s hard to know how to work with someone if you don’t understand how they work, so to speak.

For the most part, members of Generation Z are thought to be:

• More technologically advanced than anyone who’s come before them. Remember, these are the people who were practically born with smartphones in their hands; the people who’ve never lived in a world without Internet; the people who are more fluent in Facebook than English.

• • A little lacking on the interpersonal skills side. The results of a study reported on in David and Jonah Stillman’s Gen Z @ Work book show that even Gen Zers themselves are concerned that their reliance on technology has negatively impacted their people and communication skills and their capacity for critical thinking.
    

 

• Major multitaskers. This group has perfected the art of doing 100 things at once and can easily hop from one activity to another. The downside is, this means Gen Zers tend to have a fairly limited attention span – just 8 seconds, on average.
  

• Pragmatic and drawn to job stability – more so than their millennial peers, at least. Generation Z grew up during difficult economic times and have personally witnessed how easily jobs are lost. As a result, they value security and are willing to put in the effort required to achieve this ideal.
  

• Highly entrepreneurial. While stability is a priority, research has also shown that this cohort is dominated by individuals who are keen to start their own business one day.  
  

• A diverse group that values inclusivity. An especially multicultural population, Generation Z champions equality and acceptance, and is eager to foster a sense of community in the workplace.
  

• Invested in volunteerism. Another feature that distinguishes Generation Z in the workplace is this demographic’s preference for companies that have strong social and environmental commitments. As a 2018 job-hopping report showed, Gen Zers are more likely than older generations to get involved in volunteer work, and they’d like to see more organizations do the same.
  

• Eager to be mentored, heard, and valued. This next wave of employees wants to be taken seriously. They want to know that their jobs have meaning, that their opinions matter, and that they’re learning everything that they can to advance in their careers.
  

 

How to accommodate Generation Z in the workplace

Gen Zers might feel like a foreign breed to you, but there are a number of steps you can take to ensure you gel with this new group of employees and make their transition into the workplace smooth, both for them and for yourself.

Show them you’re eager to learn from them
As digital natives with heaps of technological know-how, Generation Z can bring lots of value to the table. So, welcome them by expressing an openness to learn from them. Arrange a time to brainstorm together around the application of a new innovation – augmented reality, perhaps? – and don’t hold back on questions when terms you’re unfamiliar with are used. Not only will this approach benefit your own career growth, but it’ll also make Gen Zers feel appreciated and seen.

Take the time to engage, connect, and guide
This generation is also very eager to learn from older members of the labor force. It might come down to how seriously they take their careers or how much they’re itching to start their own companies, but regardless, Gen Zers are hungry for knowledge. They want to feel empowered, and they want to know that you care about their careers.

Studies have shown that Generation Z thrives on regular feedback – weekly, if not daily – and responds well to mentorship programs, so why not invest in their development in this way? When discussing work with this cohort, it’s worthwhile focusing on the broader impact of their tasks to make them feel like a part of something meaningful.  

Arrange in-person chats and gatherings

Yes, Gen Zers tend to live behind multiple screens, but that doesn’t mean they want to interact with co-workers that way, too. This generation values face time, so make room for lots of in-person interactions. Face-to-face discussions are also an opportunity for you to model the interpersonal skills that Gen Zers might be lacking.

This way, you can help this group improve on their shortcomings, rather than resenting them for any gaps. On a related note, to nurture the sense of community that’s so important to Gen Zers, consider including them in joint ventures and social initiatives the business might have going on.

Keep meetings, and all communication, short and succinct

If you arrange a workshop that goes on for hours, you’re going to quickly lose the attention of Gen Zers. And that’s not just a waste of everyone’s time, but it’s frustrating for you, too. So, where possible, keep meetings to 15 minutes and emails to a few lines. You also might as well use this demographic’s multitasking tendencies to your advantage by giving them responsibilities that require juggling, while also gently teaching the value of doing one thing at a time.

Let Gen Zers oversee their own projects

This cohort’s natural ambition and entrepreneurial mindset translate into a desire to balance regular engagement with independence. You’ll get much more out of these employees if you give them the space to do their own thing and avoid micromanaging them. This approach gives Gen Zers the chance to prove themselves and their long-term value.

Encourage job rotation

Considering that this generation is willing, and able, to fill multiple roles, why not let them? Even if you’re keen to stay put in one position, you could always recommend that entry-level Gen Zers move around as part of a job rotational program. This way, they can grow quickly and figure out where they fit best.

Start supporting causes close to Gen Zers’ hearts

We’d all do well to take a leaf out of this group’s book and start getting involved in initiatives that promote equality and social upliftment. Jump on the Generation Z volunteerism bandwagon and you’ll not only be building a sense of camaraderie, but you’ll likely find it very rewarding for yourself, too.

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