Generation X,Y…..Z here they come
Organizations have been reading an extensive amount of research on the work preferences of Generation Y, the most recent cohort of employees migrating through the business world. As this cohort ages and these preferences become customary, organizations need to be forecasting for their next wave of young employees, Generation Z (also referred to as)
- Silent Generation
- Generation M or
- Generation I
They are born in or later than 2002 and research has shown that this group of employees with be the least physically active but the most tech savvy of any group of employees prior. Gen Z has experienced the greatest exposure to technology than any other, specifically as they were born during the boom of the dot com. In 2010, the iPad was the number one item on the intent to purchase list for children under 2. These preferences will require major changes in work structures for future employees.
How do we prepare?
Here are 4 tips that will help employers meet the expectations of Generation Z.
1)Partner with Educational Institutions
Some of the largest and most profitable companies in the U.S are partnering with universities, not only for greater employment branding but to recruit top talent. How are they doing this? M.I.T has over 30 corporate sponsors that provide case studies to MBA students – allowing for practical application and an arena for recruiting.
Generation Z has grown accustomed to using technology for just about everything. Books are being read on Kobo’s or on iPads, board games have electronic credit cards and virtual worlds are a commonplace for socializing.
Not only will your customers expect tech savvy, 24/7 access to your products, information and assistance but your employees will have similar expectations of their work.
Generation Z has the least physically active lifestyle in comparison to their parents & grandparents’ generation. They have been brought up in an age where hard balls are being banned from the playground and healthy eating is less common. These societal changes could cause a greater disconnect between employee cohorts within an organization. These Gen Z’s have a greater potential to increase benefits costs – an incentive for flexible benefit plans exists with these employees. Looking for 24/7 gym access, wellness activities & peer support will be expectations of these individuals.
4)Allow for creativity
Gen Z will have a level of understanding of technology unmatched in the workplace. Rather than being confined to the limitations of certain processes, technologies or systems, allow Gen Z the opportunity to find inefficiencies or customizations that spark greater ownership. Retention of Gen Z will require more depth in sparking creativity as they have grown up in with the ability to customize almost everything – developing an identity amongst their belongings.
What do you think will pose the biggest challenges for HR when these toddlers and tweens enter the workforce starting as early as 2020? Comment below and let us know what you think!
About Conner MacLeod, guest blogger for Impact People Practices
My name is Conner MacLeod, I am in my final year of a Bachelor of Commerce – specializing in Human Resources at the University of Guelph. I am enthusiastic about social media, human resources and leadership. I attended the Impact99 conference earlier this month and was inspired to learn more about the benefits of social media. Speaking of social media, lets connect! www.linkedin.com/in/connermacleod
If you are interested in blogging for Impact People Practices please contact Founder Christine McLeod at firstname.lastname@example.org and attach a sample of your writing as well as what Leadership, Social Media or Innovative Human Resources topics you are passionate about