Why your company should attract

Generation Z Workers

A new dawn of Generation Z workers is coming out of the woodwork and ready to instill new energy into our workforce. Is your company prepared for them? These tech-savvy and worldly youngsters (born between 1996 and 2011) now comprise 20% of the workforce in the United States. 

You may think, “so what, aren’t they like any other generation?” But ask yourself how much the world has changed during the development of these workers. They’ve been raised through various social movements, the 2008 recession, globalization, the COVID-19 pandemic, the Great Resignation, and the full integration between technology and lifestyle. 

As we’ve mentioned before, the way your company recruits talent needs to adjust to the times if you want to hire them before your competitors. There are many important factors to consider if you want to stay ahead of the curve with Generation Z workers. 

Advantages of Generation Z Workers 

What Generation Z professionals lack in time and experience, they make up for in technological prowess and being dauntless. Growing up in the face of social media, they have seen the value of being a global citizen who wants to work for a positive change. 62% of Generation Z workers see themselves being entrepreneurs in their careers and utilizing technology to spread their business. More Gen Z workers want a job that pushes the envelope, provides them autonomy and gives them purpose in their careers. 

Focusing on hiring more Generation Z workers can provide your company with refreshed energy that directly touches the zeitgeist of social change. Here are other advantages of hiring Generation Z workers:

Bringing in Diversity

Generation Z workers are committed to highlighting diversity in their workplace. More than half of Generation Z professionals are people of color or mixed race. 1 in 5 Generation Z professionals also identifies as LGBTQ+. Further diversifying your workplace with young professionals means more effective communication between members of all backgrounds, races, and lifestyles. More diversity and worldviews allow employees to collaborate together harmoniously and teach important lessons to older generations. 

Salary isn’t as Important as Purpose.

Gen Z’s workers often feel that purpose and work-life balance is more important than a high salary. 56% of Gen Z workers said they would quit a job if it affected their personal life. While it may seem bizarre, this age of social awareness has led many Gen Z workers to pursue happiness over money.

However, don’t let their pursuit of purpose cause you to underpay young candidates. Instead, ask what higher purpose could younger professionals bring to your work table. A company that capitalizes on this vision and passion could see big rewards in the long run. But a word of warning, Generation Z workers use social media to talk about everything. Many TikTok trends question the sincerity of companies with bold visions and don’t follow through. For now, younger workers will pick their passions and personal fulfillment over a paycheck.

Savvy Solutions in a World of Problems

Gen Z is entrepreneurial-minded to the extreme. They are entering a workforce that is so uncertain and scattered. Thus, their savviness is like none other. They generally have a strong need for their mind to feel like it’s being used properly. Out-of-the-box and innovative solutions to problems can be expected when hiring Gen Z workers. These traits are especially useful when developing Engineering and Life Science talent. While their ideas may not always have the meat behind them with experience, they are more than happy to take on most challenges if it means they will grow their skills. 

Downsides of Generation Z Workers

No generation is perfect, and each age group can come with its hurdles. It’s essential to be aware of the challenges that often come with Generation Z workers and their opportunities. 

Focus on Effort over Results

Generation Z workers have often been described as valuing effort over results. While they quickly jump into problems to solve, they may not know how to get the solutions. They can be defensive over feedback that doesn’t consider the effort they put into something.

A General Impatience

Generation Z workers can be impatient when things do not work out immediately. Because they are so used to instant results and responses from social media, they need to remember to see the bigger picture. If they only focus on instant gratification, they could feel disappointed in their jobs and resign. Only to then regret leaving their career later on.

A Rebellious Streak 

Social media has amplified many voices demanding change in the world. This call-out culture has also led to a higher sense of arrogance and rebelliousness in younger generations. Generation Z workers are coming in with less respect for authority. They are not afraid to speak up for themselves and delegate tasks to senior members. This lack of respect for power can cause friction in more hierarchical and traditional organizations. 

In short, it can be difficult for some managers to keep Generation Z workers engaged, grounded, and present in the mundane but crucial day-to-day business world. 

How to Manage Generation Z Workers

If the above made you worried about hiring Generation Z workers, just remember where you were when you first started your career. Business skills like organization, time management, and grit can be taught. There are still effective ways to manage Gen Zs to make sure you’re getting the most out of them: 

Focus on Career Growth

Because Generation Z workers describe themselves as more forward-thinking, a company that provides ample room for growth will keep them interested. Temper their more impatient side with an action plan for development. 

Detail the results the Gen Z worker needs to provide to be able to grow their career. Making it clear what their expectations are and what it could lead to helps Gen Z professionals see purpose in their work. 

Embrace the Cyborg 

Generation Zs prowess with technology and worldly affairs may make them seem arrogant to older generations, but if you can use it to your advantage, you can see fruitful results. They are fast-thinking, autonomous, and adept in today’s current world. 

Instead of resisting or trying to hinder their skills, put them in positions in your company that require a lot of tech-savviness and problem-solving. You may find a machine-like candidate who can achieve things you’ve never seen before. 

Balance Expectations with Flexibility 

Gen Z workers are well aware they need to work in the world. They have no problem following a set of expectations and working hours. However, they primarily gravitate toward companies that balance set hours with flexibility. 

Make tasks and working hours clear to Gen Z people. Make it clear when they need to be present at work and how to communicate their schedules with their managers. If they don’t abuse it, having a less traditional 9-5 model and a more open work schedule is quite appealing and motivating to Gen Z workers.

Ready to Attract a New Dawn of Workers?

Generation Z is set to become the dominant number of workers in the coming years. It’s not a matter of why we should attract them, but when should we start? If you start implementing strategies to attract Generation Z workers and how to manage them effectively, you could see your company moving forward to a new age before your competitors.