Gen Z: Who or what is it? It could be helpful to know that another different generational cohort is now entering the workforce in large numbers if you’re still wondering whether millennials have transformed the way we do business. Enter “Generation Z” to revolutionize hiring, training, managing, and mentoring as we know them in the business world.
What is Generation Z?
Generation Z. First generation to only be familiar with the digital environment. Many of its members had their smartphones as early as elementary school, and many of them had grown up playing on their parent’s mobile devices. Although Gen Z has grown up with the mobile experience sewn into their fabric, millennials may have been the youngest generation to learn how to use mobile technology.
Characteristics of Gen Z
1. Gen Z anticipates using contemporary technology
This developing workforce expects to employ contemporary technologies in their professional life because they are frequently exposed to various forms of technology in their personal lives. In fact, “Selfie Generation” and “iGen” were rival titles before “Generation Z” was chosen as their official moniker.
Despite having grown up talking via technology, research suggests that Gen Z uses cell phones and other gadgets largely for fun and prefers to speak with business connections in person. Employers may need to strike a balance between in-person and online communication if they want to successfully engage Gen Z in the workplace.
2. Gen Z prefers face-to-face communication
Their need for a human connection at work may start with the hiring procedure and develop from there. Gen Z might choose recruiting policies, for instance, that prioritize in-person interviews over online applications. A recent survey also revealed that 75% of Gen Z respondents indicated they want to get feedback from a boss in person and right away.
People in the Gen Z generation frequently respect teamwork and welcome others’ distinct viewpoints in a discussion. Team gatherings where coworkers may discuss their weekly victories may be part of an ideal work environment for Generation Z.
Due to the decline in in-person encounters brought on by the COVID-19 outbreak, this preference might change. In this case, the socially
This preference might alter as a result of the decline in in-person encounters brought on by the COVID-19 outbreak. The social isolation of the workplace, for instance, can increase Gen Z’s demand for the interpersonal engagement or allow for greater flexibility. Despite this, companies and human resource managers might still find it advantageous to put a high priority on creating a human connection in their online contacts with Gen Z.
3. Gen Z is business-minded
Generation Z has grown up seeing how others have used technology to launch successful businesses. They are well-suited to take advantage of this information to open doors for themselves because they are digital natives. They might have acquired business acumen by observing how others developed, marketed, and funded ideas using resources like the crowdsourcing website Kickstarter.
In actuality, 14% of Gen Zers and 58% of them indicated they currently or plan to operate a business. This business literacy can be seen in the workplace through Gen Z’s emphasis on competitive pay and benefits.
4. Gen Z is less accepting of oppressive settings
Additionally, Gen Z has grown up with the capacity to post publicly and get an immediate response to their ideas via social media. As a result, members of this group could anticipate having their opinions valued at work.
According to 32% of Gen Z respondents, having a supportive boss motivates them to work harder and stay longer at a company, and another 29% believe having an ineffective manager would affect their performance at work.
5. Gen Z welcomes change
Compared to teens from other generations, Gen Z teens are the most informed. Many members of Generation Z have grown up with instant access to the internet, the news, and social media. They have therefore regularly observed significant social and political developments that may have brought about change.
The Great Recession, different types of terrorism, and environmental factors like climate change have also influenced the opinions of Generation Z. They might be motivated by this to engage in activism. As change agents, Gen Zers frequently look for employment opportunities that allow them to participate, create, lead, and learn.
6. Gen Z appreciates the flexibility
The hardest-working generation, according to one-third of Gen Zers, is a motivated choice that demands businesses offer competitive benefits and a work-life balance. Paid parental leave, ample vacation time, and flexibility in the workplace’s location and hours are all desired benefits. Additionally, they want security, so they favor advantages like comprehensive healthcare coverage above extras like free meals or happy hours.
7. Gen Z is aggressive
Gen Z is accustomed to getting feedback right away so they can make improvements because they were raised in one of the most competitive school systems. Previous generations often waited days or weeks to receive grades for completed assignments, but Gen Z may be accustomed to near-instant access to their results and the ability to promptly compare with their peers.
What comes after Generation Z: Say hi to the Alphas
Gen Z brings the alphabet to a finish. So what follows after that? It turns out that Mark McCrindle, a renowned social researcher, and best-selling book, was the originator of the concept for Generation Alpha.
What is the Alpha generation?
Everyone born between 2011 and 2025, in McCrindle’s estimation, belongs to the Alpha category. Fun fact: Generation Alpha is predicted to surpass all previous generations in wealth, education, and technological sophistication by the year 2025.
Defining traits of Generation Alpha
They acquire knowledge differently
It should come as no surprise that the development of technology will alter how children learn. The regimented, frequently aural approach to teaching will give way to a more visual and interactive approach.
Peer-to-peer learning experiences and so-called connected classrooms will become the new norm, with a focus on problem-solving abilities. Of course, students will utilize tablets like iPads more and more to produce projects and share them with their classmates and teachers.
They are accustomed to having a wonderful online user experience
This is related to the previous point; as they have been exposed to various digital platforms since almost the minute they were born, Alphas don’t know any better than to expect a seamless, personalized online experience, including cutting-edge ways to interact and communicate.
They are more sensitive to (public) image and more inclusive
Fair enough, these are the two ways that Gen Z (and not the Alphas) differs from earlier generations. However, if we can call them that, these are patterns that we may very well observe in those who follow Generation Z, possibly in a more overt manner.
They are always using technology
Although Alphas will spend the majority of their formative years completely immersed in technology, Generation Z is technically savvy.
Many Alphas will already have a digital imprint as Millennial kids before they even understand what that means; consider, for example, famous kids like the British Prince George, who already has an Instagram account that is run by his parents (or likely his parents’ social media company).
Why does it matter for organizations and HR?
Of course, it will take some time before members of Generation Alpha start working abroad. After all, the oldest individuals in this age range are now still in elementary school. We can learn a lot about how they will affect the workplace from how they already affect the consumer sector.
Businesses are beginning to observe how the Alphas are influencing their clients’ behaviors and purchasing patterns, particularly in three crucial areas:
1. Technology
Customers’ purchasing habits have already undergone a major shift. The extent to which businesses deliver, and more critically, the speed with which they can deliver, will, however, alter with time.
2. The effects of their actions on the environment
What is the environmental impact of your actions and what are you doing about it are questions Alphas will be asking more frequently, especially when they start working for an organization or purchasing from it.
Businesses must have declarations and policies outlining how they are handling this on their website and in the manner they conduct business.
Due to the increasing (hyper)awareness of customers, which is already a difficulty for many firms today, this problem will only get worse over the next few years (and candidates).
3. How they engage with and create brands
The strength of the brand is at stake here. Alphas only stick with a brand for roughly 4 years before they want to switch to new products and concepts. In other words, companies will need to innovate to meet customer expectations.
To learn more, see Grant Thornton’s video, “What does the future hold for Generation Alpha?”
4. Growth Possibilities
While many companies advertise welcoming workplace environments with generous holiday allowances and open pay to entice people, it might be more effective for them to focus on providing career-focused benefits. Organizations should demonstrate how they can assist their employees in achieving their most critical professional goals if they want to recruit and retain the right talent. Gen Z values career progression, satisfying work, and stability.
The entry of Gen Z workers into the labor force is expected to have a big impact on the workplace. Gen Z will increasingly place more value on businesses that are encouraging and engaging than those that are not as their priorities shift from seeking out social benefits to pursuing a dream job. Employers will only be able to successfully recruit and retain the next generation of talent by appealing to Gen Z’s need for flexibility and remote work, as well as by providing significant growth prospects.