The market has witnessed a massive exit of the Baby Boomer generation and the entry of Generation Z into the workplace. At the same time, Gen Xers and Millennials have shifted into leadership positions. This has prompted a change in workplace practices and leadership styles. The management precedent set by previous generations has proved to be largely ineffective regarding Gen Z employees. Therefore, this begs the question: does your company’s talent strategy allow for a multigenerational workforce that will incorporate the fresh perspective brought by Gen Z talent?
It remains a universal truth that previous generations brought structure and order to the workplace. And while many companies have begun exploring how to incorporate Gen Z into the workplace. The structures brought by previous generations still serve as the foundation for most current workplace structures. As author Stephanie Coleman says: “You can’t put tomorrow’s talent in yesterday’s jobs”. Therefore, it is imperative for companies to be intentional about creating multigenerational inclusive workplace structures and practices that are favourable to incoming Gen Z talent.
Gen Z in this context refers to a staff complement born between the years 1997 and 2012. This generation has an enormous digital footprint, presence, and global consciousness. The key factor about this generation is that they’ve had unlimited access to digital devices since early childhood. They happen to view the world through a digital lens and are highly dependent on technology and the evolution it brings. This generation has accelerated the effect of the fourth industrial revolution in the workplace and continues to advocate for technological innovation.
Even though the talks of transformation threaten to be an administrative nightmare to many companies, they will prove to be beneficial in the long run. There is an influx of Gen Z employees entering the market- It is estimated that Gen Z will make up 27% of the workforce by 2025. This generation’s diversity and global consciousness allows them to offer a fresh perspective that may well align with a diverse customer or client base. This generation group also holds technological and data skills that could contribute to a company’s competitive advantage in this age of digitalisation. Therefore, it is beneficial to transform your company to incorporate this talent into your workspace.
Due to this generation’s constant self-evolution, it is of paramount importance for companies to invest in learning and development. This group expects learning models to be ever evolving and digitalised, because they learn in a digital way. Companies should create an opportunity for upskilling through allowing employees to obtain industry recognised certifications. Companies should explore the idea of inviting speakers who appeal to this generation and are in line with the fresh perspective possessed by Gen Z.
This generation’s exposure and access to information has allowed them to be well-informed about mental and physical wellness and work-life balance. Therefore, a work culture that emphasises mental and physical wellness will make it easier to incorporate them into the workplace. Companies are encouraged to enforce a hybrid or remote work structure depending on whether the industry allows it. Companies are also encouraged to prioritise physical wellness and make education on this available to their employees.
It is vital for companies to recognise that Gen Z talent comprises of individuals who are digital natives and thus attracted to technological innovation and evolution. This means the more technologically open-minded a company is the more attractive they are to potential Gen Z employees. When the IT function of a company is up to date with the latest technological advancements, they can enable other departments to perform their duties efficiently and effectively. A good example would be the entry of Artificial Intelligence (AI) chatbots – Gen Z is more likely to ask AI for information related to their job duties rather than conducting a Google search. Therefore, investing in the right IT specialists to educate and train the broader staff about the advantages and dangers of using AI would be beneficial. This technological savviness and workspace is attractive to Gen Z employees.
However, it is essential for companies to acknowledge that even though Gen Z individuals share similarities and traits, you cannot apply the same strategy to all of them. Incorporation of Gen Z or any talent in the workplace should be conducted on an industry-to-industry basis. Specific industries still survive on old practices and traditions. Therefore, it is imperative for a company to understand its industry, the talent pool that applies to work in said industry, and the nuances that this new generation possesses before crafting a talent strategy.
As talent specialists, we enjoy partnering with companies to define and identify the Gen Z talent suitable for your company and industry. We can help you execute your talent strategy to achieve a multigenerational workforce incorporating the fresh perspective of Gen Z talent.