Z for Change

In this article, you will learn:

• What are the truths and myths about Generation Z?
• What attracts Generation Z to employers?
• How to prepare your company for Generation Z employees?

Those born after 1995 entered the labor market and have already caused extreme emotions. Some praise them for their unprecedented knowledge of new technologies and freedom in using them, as well as for defending universal values, others point out excessive expectations regarding salary and employment conditions and lack of attachment to the employer. Who is right?

The answer to this question can be found in a rather surprising place. "When I see young people, I doubt the future of civilization", "They love luxury (...) and hang around all the time." [1]

No, these are not quotes from articles about the generation just entering the labor market, but the opinions of Aristotle and Socrates respectively. Even if they sound surprisingly familiar.

The changes – obviously – raise and have always raised concerns. And Generation Z is definitely bringing such changes. If only because it is... relatively few. As experts note, decreasing population and improving quality of life lead to an aging society and a reduction in the percentage of professionally active people. [2]

Did you know that the percentage of people aged 15-24 was the highest in 2001. Young people constituted 16.9% of the total population. Currently, this indicator is lower by over 5 points. percent [3]

The famous "I have 10 to replace you", which inhibited any changes in the creative tendencies of Generation X (1965-1980) and Millennials (1981-1994), now no longer exists. The "demanding" or rather assertiveness of the young generation is therefore not so much a generational issue as a natural tendency. Especially if we take into account the so-called employee market - the model that has dominated in recent years.

So what are these famous young people really like, and above all... Is there anything to be afraid of?

Generation Z in a nutshell

They are flexible

Yes, they often do not attach themselves to employers. However, as it turns out, employers themselves do not necessarily create the conditions for this. Over the past decades economists favor the view that employment stability may regularly decline due to the specificity of the economy. [3]

To some extent, this coincides with the expectations of Generation Z. Its representatives more often than their predecessors choose forms of employment that provide them with maximum flexibility, also in terms of working hours. For the youngest generation, the ability to independently manage their working time is more important (27%) than for generations Y (24%) and X (19%). [3] For employers, this may mean a team that will respond flexibly to changes and meet them.

Resistant to change

Dr. Karolina Messyasz from the Faculty of Economics and Sociology, University of Łódź, writing about Generation Z, reminds that the influence of historical events during youth tends to persist over time as the so-called generational effects (cohort effects). This also has a real impact on the approach to work. [3]

The Zetki, growing up during the pandemic, learned to quickly find their way in an uncertain situation. Which is an undoubted advantage for companies operating in a dynamically changing market. At the same time it is this a generation that will need psychological support and training in soft skills from employers for a long time [4], which they often simply did not have a chance to purchase. This is not their fault, of course, but a response to the times in which they grew up.

Strong digital skills

"Zets" are sometimes called generation C (as connected). Growing up online, they treat online activity as something obvious, permanently linked to their lifestyle. [5]

Their deep attachment to the virtual world obviously also translates into their professional life. This is why they value the ability to work remotely so highly, are willing to stay in an international environment and appreciate the opportunities to implement interesting projects. [6] No wonder - since childhood they have been fed with visions of the success of Silicon Valley startups and they want to create new, and preferably groundbreaking, things themselves.

They have high expectations regarding earnings

Generation Z is growing up in a very difficult economic situation, in changing conditions and constant uncertainty. At the same time, it is fed with media images of young millionaires, which has an impact on their ambitions and expectations. Research has shown that "Zets" like to save and plan their budget carefully. This is most likely due to the need to "get on your own" as quickly as possible. [6], which is further hampered by the complex housing situation on the Polish market. Of course, employers cannot meet all of these expectations, but it is worth understanding what needs lie behind them.

They are individualists

Yes, this stereotype, repeated many times, contains a large dose of truth. However, researchers on the topic indicate that putting ME before WE is a general social trend, a tendency of neoliberal societies. “Issues such as education and work have been moved from the level of public/social problems to the individual level, where it is the individual's task to make decisions as well as bear responsibility for them.” [3]

Generation Z is used to making decisions for themselves, but they also know how to face the consequences. This generation of born entrepreneurs may indeed be a challenge for managers, but definitely one worth meeting. Especially since, paradoxically, "Zetka"…

They like working in a group

What's interesting when choosing a place of work the most important criterion for the young generation is a good atmosphere and relationships with people (50%). [3] It is worth taking this into account and absolutely not assuming that integration in the case of Generation Z will be fruitless. Of course, sometimes it is more difficult for them to communicate with their colleagues, but this is largely due to the fact that they are... a minority. Especially when compared to the baby boom, i.e. people born at the turn of the 1970s and 1980s.

They do not believe in systemic education

Only 54% of Zeteks believe that education influences their professional success [6]. This makes it a large percentage of them simply "don't care about the paperwork" but about real skills, which they often acquire outside of school by engaging in various projects. At the same time, they quickly learn new skills, and being constantly online makes them excellent at communicating in English. Interestingly, dream of development opportunities more than previous generations. [3]

It is worth providing it to them, not necessarily by facilitating the acquisition of academic titles, but through courses and training tailored to their needs (such as those available on the platform Youniversity as part of the MultiLife package).

They believe in values

Even if they refute our attachment to a master's degree, it is worth learning their approach to values. "Zets" more willingly choose a company that is socially responsible, supports talents and equalizes opportunities on the labor market. When browsing job vacancies also take into account issues related to ecology, pro-social values and diversity. [5]

How to prepare your company for the new generation?

The answer to this question can be found in the generational characteristics of GenZ itself. It turns out that with a certain amount of empathy and process correction, this task is easier than you might think after a cursory review of the media scaring "demanding and overly assertive young people."

1. Act like application developers

The digital generation requires solutions from the world in which it operates. Experts argue that Generation Z functions much better in simple, intuitive structures. [6] So remember to simplify your processes and procedures.

2. Focus on work-life balance

Don't just respect Generation Z's boundaries, but also provide solutions that emphasize work-life balance, because it is one of the key values for young employees. [6]

Remember that Generation Z chooses companies that provide benefits that help enrich their private lives: passions, fulfilling dreams or spending time in interesting ways. [5] Choose a platform such as MultiLife, from which they will be able to freely choose courses, applications and advice to deepen their interests.

3. Let them… learn

Although education in the form of a "paper" is not the most important for them, they are used to quickly acquiring new skills, changing as applications are constantly updated. Generation Z focuses on just-in-time learning [6] – they want to learn new things as quickly as possible and know "everything". And again - do not force them to undergo specific training, they will feel the trends perfectly on their own. Sometimes it will be a development series in the style of "New Technologies in Business" with Youniversity, another time language course Spanish or breathing exercises. MultiLife also has such options - a benefit equipped with a huge package of diverse well-being tools.

4. Enable remote work

We have already written about ways to integrate distributed teams here. It is worth emphasizing that hybrid work requires a slightly different approach to staff management. However, it is definitely worth making such a change - if only to attract and retain young talents. Remember that the Zetki still have a strong need to stay as a team. They simply translate some of these relationships into the online environment. [6]

5. Be flexible

Remember about the diversity of contracts and working hours – born individualists, such as "Zets", like to have a sense of agency and freedom of choice. Very often, such flexibility is a win-win situation, also for the employer who wants to have it a team that responds on an ongoing basis, also at non-standard hours, and not just "sitting in the office until the card is collected".

6. Motivate with specifics

With all their passion for values and ideas, the young generation perceives work very pragmatically. They like specific gratification and value the value of money [7]. Importantly, they are motivated by rewards for results, and not, for example, hours spent on the project [5]. Of course, you still don't have to rely only on money - benefits are also very popular. However, it is important that the motivation is – nomen omen – precisely justified.

7. Rethink communication

The average attention span among young people today is less than 10 seconds. This forces companies to change their communication to specific and meaningful ones. [7] In addition, they expect openness and quick feedback [5]. Myths related to their excessive assertiveness may stem from this communication misunderstanding. It is worth rethinking this issue - focusing on honesty, openness and short, clear messages.

8. Provide opportunities to develop soft skills

Training benefits may provide support here. Properly selected courses can work wonders on topics such as: the ability to work in a group, stress resistance, creativity or communication skills. They will also help "Zetek" assertiveness take a form that is more focused on respecting one's boundaries, while maintaining kindness towards others rather than cultivating typically selfish behavior. MultiLife users have many options to choose from in this regard - from the "Leader's Emotional Intelligence" course with Youniversity to unlimited audiobooks from the Legimi website, such as: "Why dreamers will save the world" or "Inspiring leader. How to effectively multiply the potential of the team."

9. Be ethical

"Zets" decide to apply to companies that are socially responsible [4]. It is therefore worth taking these needs into account and focusing on strong CSR. The "pro bono" activity can also be extended to involve employees in taking care of their health (MultiLife provides sets of preventive examinations and even individual e-consultations with an internist, dietitian and personal trainer). Provided with such a package "Zets" will immediately notice the company's concern for the well-being of its teams.

10. Create diverse teams

A young, dynamic team is already a thing of the past, ridiculed in many memes. Experts emphasize that multigenerational teams are a priceless value for companies, bringing diversity of attitudes, experiences and energy. [2]

Zetki is undoubtedly a challenge. However, nowadays the ability to respond to changes is one of the key competences, not only of employees, but also of entire companies. It's good to know that in this respect, managers will have a strong ally in the young generation.

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Bibliography:

1. https://amu.edu.pl/wspolpraca/inicjatywy/debaty-akademickie/xiv-debata-akademicka.
2. https://www.parp.gov.pl/component/content/article/83979:cztery-pokolenia-na-polskim-rynku-pracy.
3. https://scholar.google.pl/scholar_url?url=https://czasopisma.uni.lodz.pl/sociologica/article/download/10196/9879&hl=pl&sa=X&ei=cfhfZJr_IvyGy9YP9MmFqAk&scisig=AGlGAw99gxJvys6uIkh9iq491Kus&oi=scholarr.
4. https://www.hays.pl/blog/insights/-pokolenie-z-na-rynku-pracy.
5. https://porady.pracuj.pl/kariera-i-rozwoj/jak-chca-pracowac-i-awansowac-przedstawiciele-pokolenia-z/.
6. https://www.ey.com/pl_pl/workforce/pokolenie-z-co-to-jest.
7. https://hrstandard.pl/2017/11/14/jak-powitac-pokolenie-z/.