Generation Z is entering the workforce. Born between 1996 and 2016, these “digital natives” are the first generation to have grown up in a hyper-connected world. Their early perceptions were shaped by the 2009 recession and the recovery that followed, as well as by their easy access to information.
Here’s what you need to know to appeal to the youngest members of the workforce:
They Want Stability
The oldest members of Gen Z remember watching their parents and older siblings suffer in the recession, and they’re determined to find work they can rely on no matter what future economic fluctuations have in store. Consequently, they only offer loyalty to employers who demonstrate the same loyalty to their workers.
Like Millennials, Gen Z is primarily interested in its own growth and interests. These young workers want more input into how the job is done, both so they can control their work environment and so they can better understand how to work efficiently. While Gen Z doesn’t fear hard work, these candidates and employees understand that their biggest advocate in the career world is themselves.
They See De-Siloing as Intuitive
Gen Z’s demand for more control over their work tasks arises from their understanding of the world as one in which information flows freely. They grew up immersed in the benefits of de-siloed information and the use of technology to share ideas, and they are often short on patience for workplaces that haven’t discovered the importance of information-sharing.
They Want a Work-Life Balance and Embrace Mobility to Get It
Gen Z may be the generation least willing to sit in a cubicle all day. Having grown up with mobile tech, they know how it allows them to work anywhere, and they want the opportunity to do just that. Making work mobile also helps Gen Z find a work-life balance, which these young workers want as badly as their Millennial predecessors do.
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