HOW TO HARNESS GENERATION Z'S POTENTIAL WITH WORKPLACE DYNAMICS

 

Introduction

In an organization we can see people belonging to different generations like Silent Generation, Boomers, Generation X, Millennials and Generation Z. From this “Generation Z” is the youngest generation to enter the workplaces. As the youngest, their work life preferences vary according to the circumstances they have faced from birth. This blog will mainly focus on the characteristics of generation Z and considering their preferences and in deciding the current workplace dynamics.

Who belongs to Generation Z?

The people born in the mid-1990s and early 2010 are considered Gen. Z and they ae the generation after Millennials. They can be considered as the first true generation of digital natives as they have been growing up in a world dominated by smartphones, social media, and instant connectivity. The digital age, COVID-19, changing financial conditions, and climate fear have all influenced this generation's identity.

Also Gen. Z is a fast-growing generation where Gen Z people will be up to 25% of population of the Asia-Pacific by 2025.

Please watch video for more details.

 Features of Generation Z people and related working patterns-

1.    Tech-Savvy and Digital Natives- Generation Z is the first to grow up in a fully digital world, making them exceptionally tech-savvy. They effortlessly navigate multiple digital platforms, and their reliance on technology influences their work preferences.

2.    Value work life balance and flexibility- As they have been brought up in a technically advanced era and due to Covid-19 pandemic, they search for more flexibility and work life balance. They don’t understand why you can’t do work anywhere on a smart phone.

3.    Seeks purpose/meaning in work they do- They need to understand the purpose and role of their work to achieve organizational goals. Also, the work they perform needs to align with their passion. Leaders need to put extra effort to convince them as they are not blindly following leader’s requests.

4.   Eager to learn and develop their skills- As they are in a more technically advanced society and they have a high technical knowledge, they prefer and try to improve their knowledge and skills in various methods.

5. Entrepreneurial mindset- Unlike previous generations, Gen Z is characterized by an entrepreneurial mindset. They value independence, creativity, and the opportunity to make a meaningful impact. They are more likely to engage inside hustles, freelancing, and seek creative outlets for their skills. 

6.   High value for diversity and inclusion- Growing up in an increasingly interconnected world, they place high value on embracing different cultures, backgrounds, and perspectives.

7.    Independent thinkers- Gen Z tends to be independent thinkers. They are more likely to question traditional norms and seek alternative solutions to problems.

8.    Global awareness- Gen Z tends to be internationally aware due to growing up in an era of globalization and instant access to information. They tend to become involved in global affairs, establish cross-border relationships, and promote global collaboration.

9.    Employment patterns are less stable- As per the research done people belongs to Gen Z (18-24 years) are more likely to work in multiple jobs and more likely to work in independent jobs. According to the research done, they have a high concern about this unstable working pattern too.

What employers need to implement to meet Gen. Z requirements-

Understanding the above features helps employers to adapt and cater to the unique characteristics and preferences of Generation Z. As they continue to enter the workforce and shape societal norms, their impact on various industries and social dynamics is likely to be substantial.

Providing them with the latest technology and platforms to work efficiently- Employers need to incorporate digital communication tools, flexible work arrangements, and remote work options to cater to Gen Z's tech-driven expectations. Also, employers can use them to help the more experienced workers using technology.

Use of digital communication methods and platforms to share information- As Gen. Z are more preferred for digital communication, methods like instant messaging and e-mails can be used to communicate with ensuring the professionalism. Also, digital platforms can be used to share updated information and project details.

Offering more flexible work arrangements such as remote work options, flexible hours, telecommuting, part-time or shift work etc... In these situations, Managers need to trust their subordinates in performing work and delivering expected results on-time.

Clear and open communication- The leaders need to take steps to clearly communicate the organizational goals and worker’s role in achieving those goals. Keep lines of communication open and encourage them to express their opinions. They may better understand their progress and opportunities for growth via regular feedback sessions.

Encourage diversity- Generation Z known to be valuing diversity and inclusion. Therefore, it is better to provide them with chances for group projects, teamwork and cross-functional collaborations. Facilitating these collaborative skills will provide the company with innovative and creative ways of solving problems.

Providing continuous learning opportunities- As Gen Z is eager to learn and develop, employers need to provide them with workshops, online causes, and mentorship programs and to encourage them for new learnings and skills.

Providing feedback on their work- They expect regular feedback to be provided for their efforts associated with appreciation. Providing constructive feedback will help them to grow more. Implementing recognition programs for their achievements will be very useful as well.

Developing a platform for them to showcase their entrepreneurial spirit- Events/competitions can be organized within the organization with the participation of Gen Z workers to display their skills and talents relevant to entrepreneurship. Recognizing and nurturing this entrepreneurial spirit can contribute to a more engaged and motivated workforce.

Corporate Responsibility Initiatives- As per Gen Z features CSR and a commitment to sustainability are two important factors as these factors are influencing their selection of employers at a higher level.

Implement programs to improve their mental health- As Gen Z more aggressive and has issues of controlling their emotions, it is better to organizing training programs/awareness programs relevant to mental health. As per the research done in the US, 55% of 18-24 year old people received a diagnosis for mental illness.

Conclusion-

As Generation Z becomes an integral part of the workforce, workplaces must adapt to their unique characteristics, preferences, and expectations. Embracing technology, fostering entrepreneurship, promoting purpose-driven careers, offering flexible work arrangements, and prioritizing diversity and inclusion are crucial steps in creating a workplace that appeals to and retains Gen Z talent. By understanding and addressing the needs of this generation, organizations can build a more dynamic, innovative, and resilient workforce for the future.

Madusha Perera

2023

References

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