Tips to manage generation Z in the workplace

Tips to manage generation Z in the workplace

The first graduation class of Generation Z entered the workforce in 2019. Over the next ten years, Baby Boomers will retire, millennials will enter senior management and gen Z will take up one-third of the workforce passing millennials. Since Generation Z’s thinking and behaviour patterns are different, the approaches, which organisations took to attract millennials, will not be suitable for Gen Z. Therefore, companies must look into different suitable approaches to attract Gen Z employees to increase the organisation’s talent pool. Generation Z is also known as iGeneration or Digital natives who are born between 1996 to 2012 and currently at the age of 8 to 24. That means most of the Gen Z members are now joining as interns in the companies. The resent study was found that 24% of the global workforce will be filled by Gen Z employees by the end of 2020. Since this percentage will grow, HR managers must think of new ways to attract and retain the newest employees. Here are some tips to manage Generation Z in the workplace.

Promote a flexible culture 

Gen Z workers values work-life balance and more than other generations. High staff turnover can be avoided by practising flexibility in the workplace. As now we are facing a global pandemic situation employers can promote a remote working culture within the organisations. Nowadays, the organisation’s culture plays a major role in recruiting; having a flexible working culture will attract more talented employees to the organisation.

Improve digital and physical communication 

51% of Gen Z prefer face- to- face communication and they value social interaction. Because of that, managers must improve the organisational culture to build strong relationships among team members. Building team spirit is necessary when it comes to effective communication. Besides, organisations must improve and increase the communication channels in both digital and physical platforms to build strong team collaboration. Giving feedback regarding work-related matters are highly appreciated by Gen Z and therefore managers must give weekly feedback for employees or they must analyse their performances by implementing performance reviews. As now we are, maintain the social distancing and adhering to strict rules because of the pandemic, managers can use social channels to encourage team building. Meanwhile, Gen Z is more socially active, focusing more on social tools like email, text and social media for communications will be a highly successful approach. Since communication is a major role in the workplace, identifying the potential opportunities to improve communication in the workplace will help to attract and retain Gen Z employees. 

Provide more benefits

Generation Z is not motivated by money, but they value financial security. 70% of them agree that they need to have a good health insurance policy. Providing free food and gifts are fine but that will not keep them around if the culture of the company is not suitable for them. So companies can think of providing more benefits with health insurance policy, like student loans and wellness benefits. HR managers must improve their negotiation skills to convince Gen Z employees because most of the Gen Z workers may not accept the offers if the salary does not match for their worth. However, if the company can pay them the market value they will tend to give their 100% for the company.

Career development 

Since Gen Z is more focused on education and career development, they will like to work for an employer who helps them to develop their career. Internal promotions and learning and development opportunities will help organisations to satisfy the workforce and improve employee retention.

These types of initiatives will help organisations to attract Generation Z employees. Organisations need to have a diversified workforce because it will lead the organisation towards success with the use of different kinds of skills and energy.

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