As Generation Z enters the workforce, some may be quick to apply stereotypes to this group, painting them as tech-savvy but arrogant and overconfident. However, it is important to consider whether these stereotypes are accurate and what we should understand about Generation Z’s work ethic.
Who constitutes Generation Z?
The most recent addition to the workforce is Generation Z. While official definitions for different generational groups do not exist, they are commonly recognized by specific timeframes. For Generation Z, the widely accepted starting point is 1997, which also encompasses those born in the early 2000s.
Technology is a defining characteristic of this generation, for whom life without technology seems almost inconceivable. Consequently, American psychologist Dr. Jean Twenge has labeled them the iGen.
The initial wave of Generation Z has already entered the workforce, with many more expected to follow in the coming years. For managers, what key points should they consider?
How does Generation Z approach their work ethic?
Based on the survey conducted by the Workforce Institute at Kronos Inc, it appears that Generation Z has a strong work ethic and a desire for flexibility, respect, recognition, career advancement, and a good salary. They believe they are the hardest working generation and that they have it the hardest. They also feel that their high school or college education did not fully prepare them for the workforce, but they are confident they can work hard and succeed in their careers.
This generation also believes that they are responsible for their career development and that they are in charge of their destiny. They value flexibility in their work schedule and are willing to work harder and remain loyal to a company longer if they have flexible schedules. They also prioritize respect and recognition, but a good salary and career advancement are still more important.
Overall, Generation Z appears to be a motivated and hardworking generation with a desire for work-life balance and flexibility in their work arrangements. Employers who can provide these benefits and opportunities for career advancement are likely to attract and retain this generation in the workforce.
What should managers know about working with Generation Z?
To effectively harness Generation Z’s work ethic, it’s important for managers to be aware of their needs. The Workforce Institute at Kronos Inc conducted a survey that revealed some interesting findings about what Generation Z wants from their managers. Surprisingly, 21% of respondents prefer not to have a manager at all.
For those who do have managers, Generation Z seeks managers who trust, support, and care about them. Specifically, 47% want their managers to trust them, 40% want support, and 35% want their managers to show that they care.
While Generation Z is a digital generation, managers shouldn’t solely rely on digital communication methods. This group still values face-to-face communication and personal feedback from their managers. In-person communication is preferred by Generation Z, despite their affinity for technology.
How to organize the workspace for Generation Z?
The above information highlights the important aspects of a workplace that cater to the work ethic of Generation Z. To create an environment that appeals to this generation, employers need to focus on three key areas:
- Flexibility: Generation Z values a flexible workplace and remote work options. Employers should offer their employees the flexibility to work from home or adjust their work schedules to meet their needs.
- Personal growth: Generation Z wants to succeed in their jobs but often lack the tools to do so. Employers should provide continuous training and development opportunities to help employees improve their skills and stay relevant in a changing work environment.
- Technology: While technology is important to Generation Z, they still value in-person connections. Employers should use technology to provide workplace flexibility and give employees more control over their work. However, technology should not replace human connections and employers should promote collaboration among team members.
By focusing on these areas, employers can create a workplace that caters to the work ethic of Generation Z and help them succeed in their jobs.
Prioritize authenticity, ethics, and values
Generation Z values more than just salary when considering potential employers. While compensation remains important, this young workforce is also looking for companies that prioritize ethics and values.
Issues like diversity and environmentalism hold significant weight for Generation Z. They expect organizations to behave ethically, as per a Deloitte study. As an employer, it’s important to craft a message that resonates with this generation. Simply paying lip service to values won’t suffice.
This generation also has a different attitude towards authority. While older generations may respect authority even when they disagree with it, younger generations are more likely to push back. To earn the trust of Generation Z, management must be transparent and communicate feedback and changes openly.
Customize the work experience for individuals.
The work ethic of Generation Z is closely tied to their individuality, as noted in a McKinsey study that identified individual identity as a core value. Consumption is even used by this generation as a way to express their individuality.
This has important implications for the workplace. Generation Z will expect a personalized work experience rather than a one-size-fits-all corporate framework. To appeal to this generation, you can provide personalized access to benefits, such as allowing employees to select from a range of options rather than providing everyone with the same benefits. By demonstrating that you care and support their individual needs, you can attract and retain top talent from this generation.