The classification of Generation Z are those born between the mid to late 1990s through the 2010s. Even though the latter half of this group haven’t even reached their preteen years, those born in the 1990s are part of the entry-level workforce. In just 5 more years, Generation Z workers will make up one-fifth of the workers, and that’s a number that should make all employers take notice.
While millennials, those born between 1980 and the mid 1990s, were heavily concerned with salary as a motivating factor for staying at a job longer and working harder, Generation Z workers are a bit more complicated. They are interested in the potential for career advancement, culture and the overall experience provided by your company. Health and wellness programs are a big incentive, especially with a recent trend towards healthier living and active lifestyles. 54 percent of this generation reported that wellness programs are important to extremely important to their job satisfaction.
Another large motivator for Gen Z workers involves collaborative environments over competitive ones. While previous generations tended towards loner activities and personal achievements, young employees are looking for group ‘wins’ and rely on workplace mentors. This can be somewhat attributed to the social interactions this generation has experienced throughout their whole lives. This is the first group that has never known a world without email or the internet. Social media and interaction with others is a natural part of their day through Facebook, Snapchat, Instagram, Twitter and YouTube. Virtually every notable activity and experience in their lives has been documented through posts and tagging by their friends and family.
Loyalty and Growth
Although the data is still young, the Generation Z workforce is trending towards the desire for long-term careers within one company. Coming from a time where they would often see their parents frequently switch jobs or routinely experience layoffs, this is a group looking for stability and a steady paycheck. As an employer, this means that it is important to keep an eye on valuable employees and set them on a path for growth within your company. From a human resource perspective, it is much preferred to elevate a high-achieving employee than to find a suitable replacement through fresh hiring process.
Social activism is on the rise and the younger generations are leading the charge. Both millennials and Gen Z look for opportunities to give back and help their communities. One way to take advantage of this desire is to incorporate programs within your company to foster their interest and embed the activity to your corporate brand. As an added bonus, volunteerism is known to increase employee bonds which also result in better retention levels of your workforce.
As you continue to grow your business and Generation Z employees make up a larger portion of your workforce, be sure to keep these tips in mind. Priorities will certainly change as this age group grows in age and experience, and at that time you’ll need to adapt to a whole new generation right behind them.