They are innovative, always online, and everything is negotiable. We are talking about Gen Z, the generation now developing into young professionals in the job market. They move around the office differently than their predecessors, which means they also care about different things. But who are they really and what characterizes Generation Z?
Gen Z, the generation now between the ages of 12 and 27, grew up with parents who experienced the financial crisis, were aware of terror threats and grew up in the middle of the climate crisis. Through their smartphones, they saw the world literally falling apart. As a result, they value stability much more compared to their predecessor the millennials. This manifests itself in a strong focus on a steady income and good working conditions. They are more likely to accept a job with good conditions, even if it is not their dream job.
You often hear older generations complain that the desired conditions are unachievable or don't fit the current way of working, such as a high starting salary, a shorter work week, and more freedom. As a result, Gen Z'ers are sometimes seen as lazy. On the contrary, entry-level workers claim to be hard workers, but just don't want to work the way the incumbent generations do.
Their mindset stems from how they are in life: self-aware, open about emotions, focused on personal development and take diversity in the workplace for granted. They want others to be open to change and use their knowledge and skills to move an organization forward. These characteristics make Gen Z distinctly different from other generations.
Generation Z breathes technology. Not only did they grow up with a phone in hand, but they were also in school or studying during the corona pandemic. Because of this, they take working from home for granted, although they do need personal contact. They want to feel commitment and be able to discuss their feelings, but that doesn't always mean being physically present. Often FaceTime is enough for this.
That their lives take place primarily online is no surprise. They base many of their choices on what they see online, even when it comes to job applications. They search the company online, and reviews play a big role in this. If a company has bad reviews, they may have doubts.
But this is not the only factor that influences their choices. They also look at how a company contributes to the world, how they treat the environment and minorities, and the diversity within the workforce. In addition, an executive has not immediately won their respect purely by being an executive. They expect really good leadership and room for development.
Gen Z is known for their loyalty toward their employer, more so than the millennials, for example. But on the other hand, if they are not sufficiently inspired by their manager, or if an organization does not live up to what they say, they are quick to say goodbye. So managers play an important role in how willing Gen Z is to stay at a company. If they feel a manager is failing them, they will look for a company that does offer them what they are looking for.