The ABCs of Managing Gen Z: What are Gen Z’s needs in today’s workplace?

To other generations, Gen Z can be a bit of a mystery. They might expect Gen Z to be vastly different from their generation, anti-social or hyper-online due to growing up with the internet and experiencing our formative years during the COVID-19 pandemic. I can safely say that in my experience, bosses are making many assumptions about our generation based on age.

While no generation can be neatly categorized without exceptions, this article serves as a launching pad to challenge your perspective on the youngest cohort of professionals. As a member of Gen Z, I aim to provide insights to help you not only attract Gen Z talent but also effectively engage and retain us within your organization.

Recruiting Gen Z

To draw my generation to your workforce, it’s essential to understand our needs and preferences. Deloitte’s 2024 Gen Z and Millennial Survey highlights some key factors we seek from employers:

• Purpose-driven work: 86% of Gen Z say having a sense of purpose in their work is important for job satisfaction and well-being.
• Work-life balance and flexibility: This remains paramount for Gen Z when choosing an employer.
• Financial security: 30% of Gen Z feel financially insecure, with 56% living paycheck-to-paycheck.
• Career growth and development: Consistent growth and learning opportunities in their careers are key.

Connecting With Gen Z When Recruiting

We live in a digital-first world, so it’s crucial for employers to meet us where we are — on social media and online platforms. Consider using Instagram, TikTok, and LinkedIn to connect with potential candidates like me. 

However, it’s not solely about job postings or “We’re hiring!” notices; it’s about creating content that resonates with our values and interests. Share highlights of your company culture, feature employee testimonials, and give us a behind-the-scenes look at daily operations. By doing this, you’re not just advertising jobs; you’re building a brand that speaks to us and shows why we should aspire to join your team.

Engaging and Retaining Gen Z

Now that you’ve hired us, here’s how to engage and retain us:

Humanity:

There’s a considerable difference between a workplace that prioritizes humanity to one that does not. It’s no secret what companies do this well and who doesn’t, thanks to Glassdoor and websites like X, formerly known as Twitter, and Instagram.

Upon starting a position, it’s easy to determine if a company cares about employees as people or sees them as a means to an end. According to a Deloitte study, Gen Z employees “who feel cared for at work are 3.3x more likely to look forward to coming to work and are less likely to have plans to leave their job.” 

I left a position because of management’s disregard for me. I brought a concern to my supervisor and wanted to clear the air, as I felt there was tension between us. Instead of providing valuable feedback or scheduling a meeting to address these concerns, I was labeled defensive and unmotivated – a comment that I found humorous, considering I was an exemplary employee and always went the extra mile. Further attempts at clarification were dismissed as an example of my “defensiveness.” 

When your employees feel replaceable, it’s difficult to motivate them to work harder for your company. If they don’t already have plans to leave, they might soon.

Advancement Opportunities:

Gen Z employees want to advance within their company. If there’s no space for upwards movement just yet, recognition goes a long way. 

At my first post-grad job, I assumed that if I worked hard and volunteered for tasks, I would be given more responsibilities. While two out of three of us consistently volunteered to take on tasks and did most of the monotonous work, our male coworker spent most of his time on his phone or taking a smoke break. 

But because of seniority, he was given creative challenges, while we were assigned administrative tasks. When the time came for a promotion, it went to him. I was never recognized for my participation during my time at the company, or applauded for my ambition. I felt undervalued and under-appreciated. It should come as no surprise that this company is constantly hiring and can’t retain junior employees.

Rewarding Gen Z:

When it comes to rewarding Gen Z, traditional methods no longer work. We don’t want pizza parties and miniscule pay bumps. 

A 2022 study by McKinsey & Company found that almost a quarter of Gen Z do not expect to retire. So while they’re working professionals, Gen Z values time off to enjoy life. The same Deloitte study, as cited earlier, revealed that Gen Z cites “time-off as the top compensation preference,” while their bosses ranked it twelfth! Clearly, it’s time to rethink the approach to rewards and employee recognition for this generation.

In summary, what Gen Z employees want above all else is to be treated like humans. They don’t want to settle for lives that revolve around the office, but while they’re working, they want to be seen as people with a future at your company. 

I encourage you to ask your Gen Z employees what they’re looking for in their career, get to know them as individuals with interests and aspirations. The more that you know about them, the more you might find you have in common. While Gen Z employees likely have a lot to learn from their bosses, their bosses can also learn a thing or two from them.