A lot has been said about the changing generations and especially the Gen Z. However, very little is known about the mystery of Gen Z and in particular, them entering an uncertain workforce environment. The big question is: “Are employers and businesses doing enough to accommodate the Gen Zs”?
At this point in time, already a lot of employers are grappling with the challenges of Gen Zs at the workplace. They are proving to be the most difficult generation to attract, retain, motivate and develop. There will need to be adjustments that both employers and Gen Z will need to make in order to tangle. However, what are some of the challenges that employers are likely to face in the quest to attract, retain, develop and motivate Gen Zs?
Challenge no.1: Over the years, employers have had fewer problems dealing with the other generations i.e., the Traditionalists, Baby boomers, Generation X and Millennials, than the Gen Zs. Each generation has its own unique values, attitudes, and standards of behaviors that they subscribe to. The previous generations are more respectful to authority, structure and bosses. They had little problem conforming and complying with new rules, policies and regulations at the workplace. McShane and Von(2009), talked about the various approaches of cultural strategy in a merger and acquisition cultural model. According to them, when merging with or acquiring a new entity, you can choose to: Assimilate, Integrate, Deculturate and Separate the cultures of the two entities depending on the desired strategic goal. All the previous generations were willing to be assimilated with ease. However, the Gen Zs are a bit different in that they want more voice and to be heard. They want more involvement and participation in the organization’s activities that affect heir lives. Rather than bosses, they want mentors and coaches. They crave for modern leaders who take time to understand, engage and empathize with them. They have ranked the highest in terms of wanting the right organization culture. So, organizations must decide whether they want to assimilate or integrate the Gen Zs, and be prepared to deal with the consequences thereafter.
Challenge no.2: According to workplace research conducted by a US firm, Robert Half (2021), Gen 30% of Gen Zs are ready to take between 10% to 20% pay cut, only to work for a cause that they care about. This shows a strong correlation between what Gen Zs will do and how they feel about it. They will therefore be extremely choosy in the jobs that they undertake compared to other generations. No wonder some leading global organizations have started incorporating the Environment, Social and Governance (ESG) programs into their business strategies. This makes them appear and become more socially responsible investors in the eyes of the public and appeals to potential talent, as responsible businesses that are connected to a worthy course. This is a great selling point to Gen Zs as an employer brand of choice.
Challenge no.3: Gen Z are known to be Neo-digital natives and a generation that has never been offline since birth. They therefor love working with electronic devises and digital technology. Many organizations are still grappling with the challenge of investing heavily on new technology to revolutionize the work environment, mainly because of cost limitations. However, to appeal to the Gen Zs, this must be the way to go.
Challenge no.4: Flexible work environment. Because of the advent in technology and the fact that Gen Zs are Neo-digital natives, they want remote and flexible work environment where they can use the advent in technology to guarantee them with the work life balance that they require. Any serious organization that wants to successfully battle for Gen Z talent will need to re-imagine and introduce a new enviable, flexible and remote work schedules and environment to attract talent.
Challenge no 4: Psychological Safety. In addition, Gen Zs are a generation that spends a lot of time on social media and the internet. In some instances, they have actually been described as the loneliest generation due to the long hours and time they spend on the net pushing them to loneliness and depression. This has caused them to slip into mental challenges.Organizations will therefore be expected to invest in robust medical and health benefits that includes mental wellness and fitness programs. This will provide a strong selling point as an employer brand of choice.
Challenge no.5: Diversity. This generation is known to be the most diverse of all others. Most of them came forth as off springs of inter-marriages because of the free societies, and people travelling, working and mingling with everyone else globally. To Gen Zs, diversity is the norm and way of life. They therefore want to work in an environment that is very diverse for them to fully thrive. How far will organizations be willing to enhance their diversity for Gen Z.
Challenge no.6: Learning and Development: Gen Zs want to continuously learn especially through the modern digital platforms and technology that empowers them and allows them to control their environment. They want robust on boarding programs, coaching and mentoring programs as well as professional training that enhance their career growth and development opportunities.
In conclusion, what is apparent and clear is that Gen Zs are very different as compared to the other generations. So as they enter an uncertain work environment, they need to prepare themselves for the challenges that they are likely to face, with the dynamic workplace trends, culture and technology. The employers on the other hand, need to prepare themselves for change. From reviewing and updating their work policies and procedures to allow for flexible and remote work environment, to investing in new technology, inculcate a continuous learning culture, revamping their on-boarding programs, introducing coaching and mentoring, as well as Health and mental wellness benefits and programs, all the would appeal to the Gen Z. This conversation is only just beginning and is far from over.
