In a few days, on November 17, we will be celebrating Student’s Day. On this occasion, it is worth taking a look at the situation of Generation Z, the youngest generation in the workforce. What awaits these young people who have just started their careers or are about to enter the job market? Are employers ready for them, their expectations, and needs?
One might assume that companies approach Generation Z with skepticism. After all, there are many myths circulating about its representatives. Fortunately, the reality is different. More and more employers are disregarding stories about Gen Z individuals, opting instead to adapt to the demands and expectations of this generation. Why? On one hand, in today’s times, when we are experiencing the lowest unemployment in 30 years (which stood at 5 percent in September), every pair of hands is worth its weight in gold. On the other hand, and perhaps more importantly, employers increasingly see potential in Gen Z: their innovation and freshness may provide a competitive edge.
“When it comes to the younger generation, a lot is said: ‘always on the phone’, ‘only care about work-life balance’, ‘entitled’. However, these labels hide values that carry great potential and can contribute to the competitiveness of many companies. Young people’s tech-savviness equates to digital competencies. The pursuit of balance between work and personal life reflects a concern for their health and well-being – factors that translate into employee productivity and efficiency. Their so-called ‘entitlement’ often merely denotes a sense of assertiveness that is changing the job market for the better – boldly expressing their needs that have mostly been silently expected by representatives of other generations,” says Magda Pietkiewicz, labor market expert and creator of the employee engagement platform, Enpulse.
The Key to Working with Gen Z
Generation Z is different from its predecessors in their approach to leisure time, personal life, and work. An increasing number of companies are noticing these differences and the potential behind them, and are starting to adapt to the expectations of young employees. What does this mean in practice? To build rapport with representatives of Generation Z, companies have to prioritize flexibility, openness, and communicative competence.
“The key to embracing Gen Z is recognizing that generational diversity is an asset. It allows us to benefit from the dynamism characteristic of youth and the wisdom that comes with years of experience. Cooperation between the two sides fosters efficiency and innovation. According to research by Deloitte, diverse teams, including multigenerational ones, achieve up to 80% better results than teams lacking any diversity,” says Magda Pietkiewicz. “Over the years, each generation has brought its unique values and approaches, sprouting from differing life experiences, into the workforce. In order to fully exploit the potential arising from this diversity, both employees and employers must be ready for transparent communication – adds the expert.
“An important step in building this intergenerational bridge can be the results of the ‘Work War Z’ study. This project bridges two seemingly disparate worlds, assisting young people and employers in collaborative action and mutual inspiration,” highlights Magda Pietkiewicz.
Source: https://managerplus.pl/jak-pracodawcy-oswajaja-pokolenie-zet-jak-zrozumiec-ich-potrzeby-i-nawiazac-efektywna-wspolprace-95557
