If you were born between 1996 and early 2000, then you are Generation Z!

In the United States alone, there are 65 million Z generations, and by 2021, 40% of the Z generation will be workers and consumers.

What does all this mean and why should it even be considered?

Generation Z is on the verge of surpassing other generations and is significantly different. Their priorities, needs, and values ​​are not like the traditional workforce to which they are accustomed. So it’s time to prepare yourself and your job to welcome and understand them.

What Generation Z cares about:

The stable balance of work and life

The balance between life and work is far more important than the wages of the Generation Z workforce. In fact, 38% of Generation Z consider the balance between life and work as their main factor in choosing an employer. From employee health programs to community activities, companies must pursue a healthy lifestyle and strong well-being in order for the new generation of employees to survive. This means precisely going beyond the traditional benefits and ensuring a strong corporate culture.

It is very important for Generation Z to have a small community that can connect with other partners, so if you are an employer, put it at the top of your operational plans and do not be afraid of it, the benefits of this connection for you are less than its harms.

Positive relationships

Generation Z wants “human interaction at work”. Just do not think of them as the digital generation!

90% of Generation Z wants a human element when it comes to job roles and interactions with colleagues, not just through the screen, but a collaborative, team-based work environment with mutual respect between colleagues and leadership.

Make sure you have the right mix of technology and human elements.

Generation Z wants transparency

Most Generation Z are pessimistic, and this is mostly due to news and social media. Because of these channels, Generation Z is much more aware than its predecessors. Because of this, their nature is more pessimistic until proven otherwise. They do not want to be abused in the workplace.

Tell them what you expect

By now, you can probably predict that Generation Z will want to invest in its day-to-day operations and really know that its time and effort for the end result really makes sense. But their entry into the workforce is not easy, especially according to a Gallup study of the US workforce:

Six out of 10 people know what is expected of them in their job role.

Four out of 10 people feel that their job is important, that they have a caring manager, or that they have the opportunity to do their best every day.

3 out of 10 people agree that there is one team member who encourages their career advancement.

Based on this, it is quite clear that if companies want to meet the expectations of Generation Z in the workplace, they must change. Generation Z understands well what is expected of them at work.

In addition, create a platform that allows two-way communication and easy access to resources and information. This level of leadership ensures that your team has a better understanding of job expectations and also ensures transparency.

Give them feedback

Employee performance appraisals usually take place annually, but research has shown that Generation Z wants to see monthly even weekly, and daily feedback on their work.

Managers should provide frequent and measurable feedback to ensure that they address specific points. Together, create action plans and consider using a training program to track performance and communicate.

We know that providing daily or weekly feedback is difficult for managers, but it is important to support. Send an email or short text to make your team feel connected and on track. Alternate appointments so that your employees always have someone to turn to if you are not available.

Do not underestimate the last word of Generation Z!