Gen Z, the generation after Gen Y, will join the workforce soon. Companies are going to have a tough time managing them, just like the millennials. It is better to brace for the impact rather than resist it. In this article at SHRM.org, Dinah Wisenberg Brin discusses traits that companies can expect from the Gen Z workforce.
Characteristics of Gen Z Workforce
Generation Z has some similarities with the Gen Y. They are constantly connected through the internet, prefer flexible work timings and frequent job changes, and like to question authority. University of Colorado director Lisa Severy remarks that the most successful employers would be those that can engage this generation.
- Accessibility: Gen Z is habituated with contacting celebrities, expressing opinions on public forums, and writing sequels of the Harry Potter series. Everything is approachable for them. For any doubt, they would rather google than ask professors. In fact, Gen X parents are encouraging them to be independent and challenge authority. Severy predicts that companies that give and receive feedback from the newest employees are going to flourish.
- Retaining Gen Z Workforce: Employees would stay in the job for at least five years two decades ago. It has gone down to two now, as per speaker Alfred Poor. The cost of one fresher leaving job is $20,000, so managers must find out ways to retain them. Rental car companies attract college graduates with their well-established training programs. This helps the new entrants move up the ladder fast.
- Questioning Norms: Managers must be prepared to respond to Generation Z as they have done with Gen Y, “but on steroids.” You must explain to them why they cannot check Facebook at work and the importance of regular attendance. The college graduates now want respect from the teachers as they get paid from the tuition fees. Gen Z carries this attitude to work as well. You need to work on their interpersonal skills as well because they favor digital connection more than the real ones.
- Comparing with Millennials: As per Noise’s survey, 79% of Generation Z teens prefer flexible work hours as compared to 44% of Gen Y. Chief marketing officer of the research consultancy Jamie Gutfreund brings up more comparison. Half of Gen Y teens wished to make a career out of their hobbies; 76% of Gen Z assert so. While 39% of millennials wanted to contribute to a social cause, 60% of Gen Z think it is imperative. Unlike 71% of Gen Y that thought college degree important, only 64% of Gen Z think so. These teenagers saw their parents getting laid off during the recession, so they prefer working independently than join a big company. Management always thought millennials are problems as they challenge norms and question authority. They must then prepare well as Generation Z are going to question more traditions.
To view the original article in full, visit the following link: https://www.shrm.org/ResourcesAndTools/hr-topics/talent-acquisition/Pages/Gen-Z-Poses-HR-Challenges.aspx