With changing demographics, what is generation Z looking for in the workplace?

Generation Z are changing things up in the workplace. Also known as Zoomers, they are typically defined as the generation born between the mid 1990s and 2012, and they are set to surpass Millennials as the most populous generation on the earth. According to the U.S. Bureau of Labor Statistics, Gen Z will make up a third of the workforce by the end of the decade. 

Changing demographics generate a need for employers to seriously think about how they can attract employees who have different goals, objectives, and career aspirations. The impact of the pandemic has also made waves and changed priorities for many job seekers. So, what exactly are Gen Zers looking for in the workplace?

In this article we explore:

• How do Gen Z operate in the workplace?

• What are Gen Z looking for in an employer?

Characteristics of Generation Z in the workplace

Gen Zers operate very differently in the workplace from Millennials, Generation X, and Baby Boomers. So, what makes them different from these earlier generations and what exactly makes them tick in the workplace? 

1. Traditional communication

While Gen Zers are thought of as a generation of digital natives, traditional communication is one way they prefer to operate in the workplace. According to a recent Forbes article, 90% of Gen Z workers want and value human connection in their at-work communication, and 60% of Zoomers would like weekly, if not daily, check-ins from their manager.

Reading nonverbal cues, building positive relationships, and avoiding misunderstandings are so much easier in person than via written communication (email, instant messaging etc.). When you also add the social isolation of an increasingly online world and the impact of the pandemic, it makes sense that Generation Z prefers to engage via in-person connections. 

1. Action-oriented 

Gen Zers are not the type to put up with a bad employment relationship. The Great Resignation showed us that this generation takes action and their feet quickly find the door if their needs and goals are not being met. During this period, many Gen Zers were willing to leave a post without having another job lined up to focus on securing a job that better suits their interests or values, allows them to up-skill, and/or offers better compensation.

2. Mobile-first generation

Internet connection, access to social media, and smartphones have been the norm for Gen Z from day one, providing them with strong technological expertise to bring to the workplace. Social and digital insights, productivity apps, and voice command technologies are all areas that Zoomers rely on and can definitely benefit an employer looking to hire ahead of the competition.

3. Flexibility

Gen Z operates best in workplaces with flexibility. They are breaking away from the traditional mold of Monday to Friday, 9:00 to 5:00, where you daren’t be a minute late or, even worse, leave at two minutes past 5:00 p.m. and be viewed as a slacker!

Gen Zers want to work in a way that is most productive, rather than being judged on how many hours they put in. They feel pressured to conform to “office hours,” with many stating that they actually work best outside of the 9-5 window. The demand for flexible working is on the rise, with 75% of Gen Zs identifying hybrid and remote working as their preferred working patterns.

What does Generation Z want in the workplace?

Gen Z has a unique perspective on careers and the way they define success in both their lives and the workplace. As this next generation of leaders comes onto the scene, how employers address these factors will be critical to their organization’s success.

What Employees Look for in Their Employer, by Generation (Source: Gallup):

4. Wellbeing

If the pandemic highlighted anything in the workplace, it shone a spotlight on wellbeing–which ranks high with Gen Z employees. They prioritize it, are not afraid to talk about it, and won’t stay in jobs that are unsatisfying or potentially damaging to their health.

Many organizations have wellness programs in place, but these need to extend to both physical and emotional wellbeing in order to attract Zoomers. Employers should focus on developing a wellness culture. This could include promoting healthy habits in terms of exercise, diet, and sleep as well as offering flexible hours, remote/hybrid working, mental health days, and providing employee assistance programs. 

5. Ethical leadership

Traditional views of ethical leadership tend to be based on character and matters relating to compliance or public relations. A younger outlook is more focused on people and the planet. 

Gen Zers are looking for employers who take action on moral blind spots and make a positive impact on society and the natural world. Highlighting CSR efforts, such as sustainability, climate change, or community-based projects, will catch the attention of Generation Z.

6. Diversity

Diversity is a major watchword for Gen Z. Diversity, equity, and inclusion (DEI) is a priority for this generation and they are making this clear via their employment and consumer choices. Representing DEI matters across the employment lifecycle and along with branding and marketing campaigns will definitely speak directly to this generation.

Younger workers are keen to be appreciated for their contributions and feel respected. Creating a corporate policy that embeds these principles is a start, but ensuring this practice is adopted across all levels of the organization is vital in building trust as well as promoting collaboration and honest communication. 

7. CPD opportunities 

Staying relevant via skill development is a key driver for Gen Z in the workplace. Gen Zers are focused on continuously evolving their skills and understand the importance of growing, learning, and being challenged at work. 

Providing clear career development opportunities, latticed career paths, multiple work formats, and bespoke projects will have a strong impact on the work ethic of Gen Z employees. Priority should be given to mentoring Gen Zers on their leadership capabilities as their career advances.

8. Plan ahead! 

The attractiveness of an industry and strong reputation of a company are important to every job seeker. When targeting Gen Z applicants, employers should try to monitor the wants, needs, and emerging priorities of today's young workforce, then factor these requirements into their own employment lifecycle to position themselves as an employer of choice.

Key questions include:

• Talent acquisition - Have you emphasized employee wellbeing in your hiring strategy?

• Onboarding - Does your onboarding program address ethics in the right way?

• Leadership - Do management teams communicate the organization’s message of ethical leadership and inclusivity?

• Professional development - In terms of career advancement and promotion, have you addressed diversity, equity, and inclusion?

Key takeaways

1. Gen Z will soon be the largest generation in the workforce. Having a clear understanding of this new generation’s characteristics, preferences, and goals in the workplace will be critical to an organization’s longevity.

2. Gen Zers are action-oriented, digital natives with a passion for professional development. They embrace traditional communication in the workplace, with their productivity flourishing in more flexible working environments.

3. Employers need to embed wellbeing, ethics, environment, and inclusion into their culture to attract Zoomers. Looking to the future, these elements are going to be the new approach to judging an organization's overarching purpose.