Gen Z workers adapt to new technology quickly and thrive in a social media world.
Eight in 10 members of Gen Z aspire to work with cutting-edge technology, and 90% say technology would influence job choice among similar employment offers, according to Dell.
TIP: Technology must be front and center throughout the recruiting process to attract the attention of Gen Z workers.
“The first thing Gen Z does when they’re looking at a company to work for is to Google the company and check out their social media,” says Bill Lyons, author of We Are HR: The Business Owner’s Definitive Guide to Professional Employer Organizations and founder and executive chairman of Lyons HR. “They want to see whether they leave a good impression in the digital world.”
Remote work has left Gen Z feeling disconnected and unproductive.
Workers under age 24 were the most likely to say their productivity has decreased since they started working remotely, according to Fortune, and 44% of workers under age 25 say they don’t have any friends at work. Remote work has been difficult for those who never had a chance to experience the camaraderie and mentorship that traditionally characterize the office experience.
TIP: Promote community among Gen Z workers with regular in-person meetings (when it’s safe to gather), off-site social events or remote mentoring.
“Gen Z craves community and a sense of belonging,” Ben-Shabat says. “It’s extremely important that the work environment actually promotes community and connection.”
They expect employers to prioritize diversity, equity and inclusion (DEI).
Gen Z is the country’s most ethnically and racially diverse generation. A full 99% of Gen Z say workplace DEI is important, and 87% say it’s very important, according to Tallo.
TIP: Do more than just talk about DEI: Gen Z wants to see companies take action through initiatives such as active employee resource groups, diverse company leadership and unconscious bias training.
“Creating a culture of inclusion is not something that happens overnight,” Lyons says. “It’s a long process to create a true culture of diversity and inclusion, and some companies never get there.”
They value a job they love over salary.
Seven in 10 younger members of Gen Z believe work is not worth doing if it’s not meaningful to them, according to the Springtide Research Institute.
TIP: Help Gen Z employees understand the results of their work. Explain how even menial or repetitive tasks connect to a problem the company is solving or a customer it’s helping.
“Employers need to find ways to communicate the value of their business in the context of the greater good,” says Candace Steele Flippin, a research fellow at Case Western Reserve University and author of Generation Z in the Workplace.
They’re independent and have entrepreneurial aspirations.
More than half of Gen Zers hope to run their own business in the next decade, according to EY.
TIP: Encourage that entrepreneurial spirit by giving Gen Z workers ownership over their projects and the ability to creatively problem-solve.
“Celebrating and rewarding creativity and innovation can help keep employees motivated,” Steele Flippin says. “Finding projects or problem-solving initiatives that can allow entrepreneurial employees to stay engaged and moving your business forward can be a win-win.”
