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WHO IS GENERATION Z?
GEN Z’s are the next generation that will make up a majority of tomorrow’s workforce. They are born between 1996-2010 and are often referred to as the Digital Natives or the iGeneration. They are starting to enter the workforce and beginning to disrupt the traditional working model.
noun a person born or brought up during the age of digital technology and therefore familiar with computers, mobile devices, and the internet from an early age.
ATTRACT AND RECRUIT
It is estimated that Gen Z’s will have an average 17 jobs in their career – that works out to a staggering job change every 2-3 years. Knowing what Gen Z’s value from an employer will become an important part of your recruitment and engagement strategy.
GROW AND DEVELOP
Gen Z’s are looking for mentors, not managers or authority leaders. They respond best to regular feedback and guidance not micro-management, and they want to be part of a community that connects them to others and gives them a sense of purpose.
LEAD AND RETAIN
It is expected that Gen Z’s will have an average of five different careers and they believe that 3 years or less is an appropriate amount of time to spend in their first job.
INFLUENCES AND TRENDS
When you consider the rapid advancements in technology since 1996 and what Gen Z’s have been exposed to, they are the true digital natives. Research shows that 38 percent of Gen Z’s under the age of two have used a mobile device for playing games or watching videos, and today the average age for a child getting their first smartphone is 10.3 years. This trend goes some way to explaining how ingrained technology is with this generation.
1 in 2 Gen Z’s will obtain a uni degree – compared to 1 in 4 Millennials – making them the most diverse and most educated generation
39 percent get a social media account at 11.4 years so by mid teens they are very familiar at building their own profile and personal brand
OUR FUTURE WORKFORCE
By 2025 the Generation Z workforce will represent more than 3 in 10 employees – currently they make up approximately 1 in 10
INTEGRATING GEN Z’S
If you’re currently working with the younger generation, you’ll be aware that the traditional leadership approaches are becoming limited in their effect. Talent acquistion and retention challenges are evolving and developing your skills, and investing in education and knowledge around integrating this fast growing employee group makes sense for your brand and future business growth.
Here’s where I can add value:
Understand their preferred communication methods and meet their needs for regular feedback and validation of effort
Utilise their technology skills and embrace their ability to work across multiple platforms at the same time
Play to their specific set of skills, strengths, preferences and interests to increase staff engagement and satisfaction scores
Expect to see a new set of behaviours, attitudes and expectations as Gen Z’s begin to influence and disrupt the traditional workplace culture
Offer professional and personal development programs that support and address career progression and advancement aspirations
Plan for a competitive employment market as employers fight to attract and retain the lucrative Gen Z talent pool
Adapt traditional recruitment methods to incorporate technology and social media, and shape your business to match their values
Look beyond money and benefits for their compensation package. They want day-to-day experiences, personalisation and diversity