𝗖𝗮𝘁𝗰𝗵𝗶𝗻𝗴 𝘀𝗼𝗺𝗲 𝗭𝘇𝘇𝘇𝘀

Following on from my post on Tuesday, I'm now going into more detail on the specific nuances of Generation Z-ers in the workplace.

They are digital naturally. Gen Z has grown up in a world dominated by technology and the internet. While this makes them agile in adapting to new tech tools, it also means that they have different communication preferences, leaning towards instant messaging and social media over traditional forms of workplace communication. Psychologists are agreed that this is leading to shorter attention spans, so more engaging or interactive work experiences are going to be effective.

Studies indicate that Gen Z places a high importance on working for companies that align with their personal values and make a positive impact on the world. They're often looking for more than just a salary and are drawn to employers who offer a sense of purpose. This is one reason that ESG has taken such a firm hold and so quickly – as well as being morally right, it also has an impact on staff retention/attraction.

This generation is keen on continuous learning and values opportunities for professional development. Traditional training programmes may not be as effective for them, preferring bite-sized, on-demand learning resources.

Gen Z tends to value work-life balance and job flexibility more than previous generations. They're more comfortable with remote or flexible working arrangements, and they often seek quasi-autonomy in their roles. This is a particularly tricky management issue.

The greater awareness and openness about mental health issues has been driven by Gen Z, and we should thank them for it! They expect their employers to provide supportive environments including everything from mental health days to resources for dealing with stress and anxiety.

Millennials generally prefer regular positive feedback, but Gen Z is often described as wanting "realistic, constructive feedback" in real-time. They want to understand how they can improve and grow, rather than just hearing what they're doing well.

Gen Z is less likely to stay in a role or with a company for an extended period if they don't see opportunities for career progression. They are willing to change jobs or even career paths to find the right fit. That said, having witnessed economic instability and job insecurity for their parents, they are generally pragmatic about earning and saving money. So, once they’ve found the right fit, expect good longevity from them.

There has never been a generation as diverse and tolerant as Gen Z. They expect their employers to provide a safe and respectful environment. That sounds obvious, but actually it has not been a mass demand until recently.

Generation Z seem to have got a bit of a ‘bad press’ but this is just the fear of change coming from older generations. As the above illustrates, they are driving lots of progression and adapting our management styles will optimise their positive impact.