GenZ
the future
Gen Zs are very different from the previous generations, and they carry unique qualities that are highly valuable in the present transitional work environment.
Gen Z and Millennials currently make up 38%of the global workforce with the potential to rise to 58% by 2030. Soon they will be the most influential group in the workplace. In general, they can more easily adapt to new developments than the previous generations.They are naturally competitive – they always want to be at the top of their game, avoid providing mediocre services to employers, and thrive when KPIs are associated with quality of output rather than quantity of hours.
GenZs are eager to share their ideas and opinions and have no problem challenging the status quo. Since they are more adept at using social media than any previous generation, they are the key enablers in modern technology – their resourcefulness will help companies reach larger audiences.
They are a learn-by-doing generation, so if their employer asks them to do something for the first time, they know how to find the information and succeed at the task. They are cost-effective for employers because they can learn with the use of podcasts and videos and are independent and flexible workers.
They are considered the “always on”generation and can multitask like no others.They have very different values compared to the previous generations:
GenZs are eager to share their ideas and opinions and have no problem challenging the status quo. Since they are more adept at using social media than any previous generation, they are the key enablers in modern technology – their resourcefulness will help companies reach larger audiences.
They are a learn-by-doing generation, so if their employer asks them to do something for the first time, they know how to find the information and succeed at the task. They are cost-effective for employers because they can learn with the use of podcasts and videos and are independent and flexible workers.
They are considered the “always on”generation and can multitask like no others.They have very different values compared to the previous generations:
Gen Zs value salary less than every other generation.
They prefer to be good global citizens.
They are systematic and vocal in their opinions for a better present and future, while acknowledging the problems of the past.
They are socially aware of international issues, such as sustainability, climate change, and systemic inequality.
Vision
How can we bridge the generation gap?
There are various ways to bridge the generation gap in the workplace. Encouraging multi-generational teamwork is one tactic. Another is creating clear cultural values, such as highlighting the importance of the quality of the work rather than where the work is done(office versus remotely). Incorporating many communication channels that work for all individuals, organizing mentorship programs, and emphasizing respect above all else are also useful tools.
There are various ways to bridge the generation gap in the workplace. Encouraging multi-generational teamwork is one tactic. Another is creating clear cultural values, such as highlighting the importance of the quality of the work rather than where the work is done(office versus remotely). Incorporating many communication channels that work for all individuals, organizing mentorship programs, and emphasizing respect above all else are also useful tools.
What does this mean for employers?
To attract GenZs, employers must be ready to adopt a speed of evolution that matches the external environment. That means developing robust training and leadership programs, with a tangible focus on diversity.
What solutions we are offering?
Develop the profile of a great employee, establish internal apprenticeship programs, or hire smart, talented people and then match them with a role inside the organization.
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Consider partnering at the university level to attract and encourage diversity in tech roles.
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Create latticed career paths and multiple work formats.
Set up internal marketplaces to match projects with needed skill sets.
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Leverage the expertise of Gen X, Gen Y, and Boomers to mentor Gen Z into strong leaders.
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Guide companies on the benefits you can offer to attract and retain the fabulous Gen Zs so that they will love working where using natural talent is the key to productivity and success.
‍
Consider partnering at the university level to attract and encourage diversity in tech roles.
‍
Create latticed career paths and multiple work formats.
Set up internal marketplaces to match projects with needed skill sets.
‍
Leverage the expertise of Gen X, Gen Y, and Boomers to mentor Gen Z into strong leaders.
‍
Guide companies on the benefits you can offer to attract and retain the fabulous Gen Zs so that they will love working where using natural talent is the key to productivity and success.
Thank you
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Today's young people differ from yesterday's.
