Is Gen Z truly the worst to work with? Around 38% of Millenials and 45% of Gen Xers say yes. With Millennials and Gen Z set to make up 75% of the workforce by 2025, it’s imperative for employers to understand and cater to their unique needs.
Though they may seem demanding, Gen Z individuals are quite clear on what they need to thrive in the workplace. If you’re still having trouble figuring out what these expectations are, here are four ways you can practically engage the younger generation and prime them for long-term success.
Digital Communication and Collaboration Tools
Born between the late 1990s and early 2000s, Gen Z didn’t know a world before smartphones. As a result, they’re a generation of digital natives who can intuitively use digital tools and often prefer to communicate this way.
Gen Z professionals expect things to move at the speed of technology. To meet these needs, many small businesses are using digital communication platforms like Slack and Microsoft Teams, as well as project management tools to foster fast, efficient, and collaborative communication.
Though they have some limitations on time or access to message history, both Slack and Teams have free versions that small businesses can use to foster digital communication. Many project management apps like Jira also offer a “free forever” option, with the ability to scale up with a nominal fee (less than $10 per user) as the business grows.
Flexible Work Options and Career Growth Pathways
Although Gen Z is just starting to arrive in the workforce en masse, 80% of them were already experiencing burnout during their college careers. That same percentage is worried about experiencing those same feelings during their professional career.
As a result, they’re asking employers to offer flexible work options that can help them maintain work-life balance, as more than two-thirds of Gen Z workers say it matters deeply to them. One way that your business can help them achieve this is by offering flexible work hours or even hybrid work setups that allow them to work from home or choose their work times on some days.
Even with this need for flexibility, Gen Z still wants opportunities for career growth. About 63% of Gen Z graduates say that developing advanced skills is essential to their definition of career success.
Your business can provide support in this arena through mentorship programs that pair newer or younger employees with older and more experienced professionals so that they can glean skills and knowledge to enhance their performance and advance. Nearly 40% of Gen Z graduates say they would find this kind of program very valuable.
Additionally, you can lean into digital platforms like Coursera for self-paced and incentivized upskilling opportunities. Going this route means you don’t have to invest in a dedicated learning and development manager, which can be a huge expense.
Value-Driven Leadership and Social Impact
Gen Z doesn’t just want to know that their work matters to the company; they want to see that it makes a difference to the greater society. A majority of Gen Z graduates (65%) won’t even apply to jobs where employer values don’t match their own, and 56% want to work for employers that actively support social causes.
In meeting this demand, maintaining a culture of transparency is key. This means communicating values and intent for social impact from the top. However, it also means publishing your values and positive social impact results in recruiting materials and on the company website.
As an SMB, you can consider sustainability initiatives like going paperless in the office or partnering with local organizations to raise awareness and funds for a community-based cause. For many Gen Z employees, it’s less about the size of the initiative and more about showing how much you truly care.
Feedback Loops and Career Development
It’s time for business owners to consider leaving the annual performance review behind. Today’s employees want regular feedback and coaching that helps them overcome real-time roadblocks and immediate and authentic recognition when they achieve their goals. Gallup research finds that:
- 80% of employees who received meaningful feedback in the last week are fully engaged in their work
- Employees who get the right amount of recognition are four times more likely to be engaged
To foster high engagement, encourage managers to set up 15-minute check-ins with their direct reports on a weekly basis to talk through challenges, set goals, and provide recognition. You can also consider making use of digital recognition platforms that allow peer-to-peer shoutouts, which are also authentic and meaningful for employees.
Ensuring Success for Gen Z Employees Is Possible
Hiring and developing Gen Z employees for long-term success is about understanding their values. Though they may seem demanding, they’re truly a generation that cares about others and desires to work hard at things that make a difference.
If you’re looking for ways to meet the younger workforce’s needs for meaningful work, skill development, digital communication, and work-life balance, FocusHR can help. Request a consultation today to see how our experts can help you develop loyal, hardworking employees who can take your organization to the next level.
