6 Ways Gen Z’s Differ From Millennials

But what happens when the workforce’s demographics shift? Here are 6 Ways Gen Z’s Differ From Millennials

Ways Gen Z’s Differ From Millennials

Will the culture of your organization change to meet these new challenges?

This is one of the questions that CEOs ask themselves when they consider the next generation of workers, Generation Z. (born mid-90s to mid-00s).

While Millennials (Generation Y) are sometimes stereotyped as entitled job-hoppers or slackers,’ Gen Z children are portrayed as serious, diligent young professionals who are well-aware of their future plans.

Do these perceptions hold water in your opinion?

It’s too early to know whether this is correct, although it makes sense on some levels.

Whatever happens, there’s little disputing that Generation Z will bring a whole new set of difficulties and possibilities to the workplace.

Here are five things you should know about Generation Z:

Gen Z is More Tech Savvy

Gen Z is the first generation to grow up in a technologically advanced environment, with computers, cellphones, and a plethora of applications.

As a consequence, their digital upbringing has given them an advantage over even their Millennial peers when it comes to handling today’s environment.

According to recent research by global consulting company Accenture, Gen Z members were more acquainted with technology at a younger age than their Millennial counterparts, listing iPhone, Android, Facebook, and Xbox as typical digital tools.

“While Gen Z’s emergence as a separate consumer group and workforce cohort is still on the horizon, their distinctive consumption and media habits are already affecting enterprises and brands,” said Seth Geiser, managing director of Accenture’s Customer & Marketing Insights practice.

“Companies will need to adjust in order to engage with this audience.”

The genuine essence of this generation must be understood by everyone from marketers to corporate executives.”

Gen Z is Growing Up In The Age Of Social Networking

While Generation X used corporate-sponsored cliques like AOL Instant Messenger to communicate, Generation Z used the internet to make friends – and foes.

Many people are concerned about how they will act in the job as a result of this.

“Their ‘Net generation parents raised them, and they’re constantly online,” says Robert Hatta, author of The Facebook Guide for People Over 50.

“They’ll go to work expecting to be linked 24 hours a day, seven days a week.”

And this isn’t altogether implausible. According to a recent Intel survey, Generation Z spends over 18 hours per week plugged in, which is nearly 3.5 hours higher than Millennials.

Gen Z Sees Themselves As Entrepreneurs

According to a recent Gallup poll, young people regard entrepreneurship as an interesting career option: 76 percent believe that starting a business and making a lot of money is possible, and 82 percent want to run their own businesses in the future.

“They are the anti-generation X,” says John Zogby, head of JZ Analytics, a research business in New Jersey.

“They have to do something different when it comes to work since their numbers are considerably bigger than generation X.”

Gen Z is Discerning About Their Careers

Millennials, unlike members of Generation Z, were not stereotyped as career-oriented.

This might explain why some Gen Z’ers are taking their time to consider their professional goals.

According to a recent report by Ernst & Young, 34% of Gen Z’ers are doubtful whether they would remain at their first job for more than two years, with many opting for less well-known occupations such as sugar baby employment.

“Gen Z has a strong reluctance to being pigeonholed at such a young age,” says Jim Link, managing partner of Ernst & Young’s talent practice.

“Along the road, they’ll probably require assistance and coaching to help them grasp how their present early-career tendencies might benefit or hurt them.”

Gen Z Looks For Stability In A Job

As a result, Gen Zers are seeking professions that provide greater security than Millennials.

Only 7% of respondents to Vault’s 2015 Intern Survey deemed entry-level roles intriguing since they provided the limited possibility for advancement.

According to the trends, both companies and workers should place a premium on professional growth when determining remuneration packages.

“After watching older generations struggle with layoffs and downsizing for years, we’re less likely to jump at the first opportunity – even if it’s a high-paying one – because we realize there are other things that bring happiness and success,” wrote Kate O’Sullivan, forum member and founder of GenZGuru.com.

“As Gen Z enters the workforce, they will seek out organizations that have a good reputation for giving prospects for upward mobility and training, as opposed to prior generations, who tended to evaluate job offers based on wage levels.”

Gen Z Employees Will Seek Mentorship Opportunities

Only 40% of Gen Z’ers said they were “completely equipped” for their employees when they graduated college, according to recent research by Ernst & Young.

Mentors played an important role in mentoring and encouraging young employees, according to the same research, with 66 percent of those polled stating they felt more comfortable discussing their job issues with an older mentor than with their parents

“The’mentor’ maybe anyone: a coworker, someone valued outside the job (such as parents), or even social media influencers,” O’Sullivan stated

“They provide job advise not out of benevolence, but because they want to assist — possibly because we like them.”

The Bottom Line

When Generation Z joins the workforce, they will bring a set of values that are distinct from those of prior generations.

For example, instead of high compensation or employment with limited room for advancement, they are more inclined to choose stability and mentoring chances.

As a consequence, when it comes to recruiting top talent, businesses should place a greater emphasis on professional growth.

Recommended for You:

Add a Comment

Your email address will not be published. Required fields are marked *