What to Expect from Gen Z Employees

February 14th, 2020

Ready or not, it’s time to welcome the next culturally distinct “generation” of workers into the office, factory, clinic, and classroom. Millennials are now officially aging out of the entry-level and stepping into mid-level and management roles. They’re being replaced by new graduates who show tendencies that are distinct enough from their predecessors to warrant a generational title of their own. So what are these tendencies, and how can employers better understand them in order to build more productive relationships with their young teams?

Generation Z works hard.

All young workers typically set out to prove themselves, but Gen Z employees take a slightly different approach to the process than their predecessors. They work hard and hold themselves to high standards, and they tend to be all business. Younger workers always like to have fun, and new grads in 2020 are no exception, but they take their work and their careers very seriously. This is no surprise given the high pressure placed on them by an uncertain economy, global turmoil, and high levels of student debt.

Gen Z gives respect and expects the same in return.

Gen Z workers face high pressures, but they also face a wide landscape of opportunity. This means that if you treat them well, pay them fairly, and provide them with training and mentoring, they’ll stay. If you don’t, they won’t. End of story. New grads face diverse new forms of employment and ways to make a living that didn’t even exist ten years ago, from gig jobs to startups and opportunities to join new business models. The old stigma associated with “job hopping” no longer prevails, and in fact, career stagnation has become a larger concern. Don’t expect young workers to stay on board for more than two years, and if you want them to stay even that long, you’ll need to make it worth their while.

They know more than previous generations of young workers.

Don’t expect a 22-year-old employee to be starry-eyed or naïve, especially when it comes to important issues like pay standards, discrimination, safety laws, retirement/healthcare benefits, and other

workplace issues. Don’t blow any smoke their way. That means don’t tell them sunny stories while you offer them substandard conditions, a toxic workplace culture, or below-market pay. They’ll see through you, and if they have a poor experience with your company or brand, expect them to share it with others.

Enjoy their energy.

One thing today’s young workers have in common with all generations is still prevalent: they’re innovative, creative, fearless and optimistic. Encourage these traits, and you’ll profit from them every single day. For more on how to attract and retain Gen Z workers, talk to the hiring experts at PSU.

Welcoming Generation Z into the Workforce

September 9th, 2016

On the heels of the baby boomers, Gen X, and Generation Y — also known as Millennials — a new generational cohort is about to step into the professional workplace. Get ready for Generation Z! These are the entry-level employees of the not-too-distant future, and since they fall between the ages of 16 and 22, they’re working their way through high school and college right now. Their sights are set, and the first wave of them will likely be submitting applications for internships and lower level positions within the next year or two. Are you ready to welcome them onto the team? Here are a few moves that can help you and your young employees get to know each other.

These are the real digital natives.

Members of Generation Z were born after the year 2000, so if you thought millennials were comfortable with technology, you haven’t seen anything yet. Generation Z, by contrast, will be uncomfortable without it. They played with smartphones and tablets in their cribs, and they can’t imagine a world before the internet. Leverage this to your advantage, and allow them to connect and communicate using their preferred resources.

Generation Z will be anxious.

These young people grew up in the early 2000’s, an era of economic uncertainty, stagnating wages, college debt, and an unreliable job market. They’re been pressured to “succeed” at all costs or face a life of dismal prospects, so their worldview may be slightly anxious and negative. If you encourage optimism and make them feel secure and appreciated, they’ll be more willing to take risks, grow, thrive, and contribute.

Let them make mistakes.

All young people and entry level employees should be encouraged to learn and bounce back from their mistakes, but for Generation Z, encouragement and coaching will have an extra impact. If you crack down on them for small mistakes, prepare to lose them quickly. But if you help and guide them with an eye on the long term future, you’ll benefit and so will they.

Help them make decisions.

Generation Z will face an unprecedented variety of options as they map out their careers, so if you can help them assess their strengths, choose a path, or pursue a certain branch of the industry, they’ll appreciate your input. If they stay with your company for several years, your investment and interest will pay off.

Be patient, generous, and optimistic.

If you treat members of Generation Z as the valuable future assets that they are, they’ll be far more likely to treat you and your company with the respect you deserve. Help them make the transition into the adult working world and they’ll apply the full force of their youth, energy, and enthusiasm to your enterprise.

For more on how to cultivate and retain the youngest members of the workforce, contact the Cleveland County staffing experts at PSU.

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