The first graduating cohort of Generation Z began their careers in 2019. In the next 10 years, Millennials will take on senior management positions, and one-third of the workforce will be made up of Gen Z.
Are your HR team and managers equipped to recruit, oversee, and keep these new hires?
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Today’s post will teach you:
When handling Generation Z in the workplace, remember the following:
Managers need to cultivate a culture that encourages cooperation. Give them several opportunities for offline and online collaboration. Change your communication channels to a cloud PBX system for a better communication stack.
Financial security is the top priority for Generation Z, and 70% of them think having health insurance is essential. If payment doesn’t reflect their value, Generation Z won’t accept it. But if you offer this generation the correct amount of money, they’ll work harder and longer.
Managers should benefit from Generation Z’s independence and aptitude for research. Give Generation Z a task they can do from beginning to end. Students can choose job shadowing and rotating programs so they can get knowledge and work experience. Encourage professional and personal growth by using online courses.
More flexibility and a healthy work-life balance are in high demand from millennials. To entice top talent, managers must adopt flexible work arrangements and encourage remote work. They also need to respect personal time and cultivate a culture of “unplugging.”
In contrast to Millennials, Gen Z seeks stability in the workplace. This is good news for employers who wish to gain from investing in their workers. The Gen Z generation emphasizes internal mobility and Favours working for organizations that practice “promote from within.”
Managers must accommodate Gen Z’s digital needs. The millennial generation anticipates that technology will easily integrate into both their personal and professional lives. Make sure your workplace incorporates contemporary technologies if you want to maintain the satisfaction of your Gen Z employees. Encourage the use of wearable technology and include virtual reality in onboarding and training to achieve this.
According to a survey, 37% of Gen Z believe that stress is their biggest barrier and that it causes them to put off advancing in their careers. If managers don’t handle this correctly, it could result in less productivity, more sick days, and workplace accidents. The simplest approach to solving this issue is to provide benefits like longer vacation time.
For Generation Z, HR teams and managers must modify their onboarding, training, and feedback procedures. Instead of lengthy paperwork, why not create interesting presentations, infographics, etc.? To keep kids interested, use interactive quizzes or other short-form visual entertainment like YouTube.
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Managers must adjust to Gen Z’s flexibility in the workplace. They foster a pleasant workplace culture and provide remote working opportunities. Regardless of their age or level of expertise, don’t treat your Gen Z employees differently. Consider their suggestions and comments.
