From this article you will learn:

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

Those born after 1995 entered the labor market and have already managed to cause extreme emotions. Some praise them for their unprecedented knowledge of new technologies and their freedom to use them and for standing up for universal values, others point out exorbitant expectations about wages and conditions of employment and lack of attachment to the employer. Who's right?

We find the answer to this question in a rather surprising place. “When I see young people this, I doubt the future of civilization”, “They love luxury (...) and they beat themselves up all the time.”

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

Changes, of course, are and have always been a cause for concern. Generation Z is definitely making these changes. If only because they are... relatively few. As experts note, a shrinking population and improved quality of life lead to an aging population and a decrease in the percentage of active workers.

Did you know that the percentage of people aged 15-24 was the highest in 2001 Young people made up 16.9% of the total population. At present, this rate is lower by more than 5 percentage points. [3]

The famous “I have 10 for you”, which inhibited all change in the creative impulses of Generation X (1965-1980) and Millennials (1981-1994), now has no reason to exist. The “claimancy” or rather the assertiveness of the younger generation is therefore not so much a generational issue as a natural tendency. Especially if we take into account the so-called labor market - that is, the model that has prevailed in recent years.

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

Generation Z in a nutshell

They are flexible

Of course, they often don't get attached to employers. However, as it turns out, the employers themselves do not necessarily create the conditions for this. Over the past decades economists are in favor of the view that the stability of employment can regularly decrease due to the specifics of the economy. [3]

To some extent, this coincides with the expectations of Generation Z. Its representatives are more likely than their predecessors to choose forms of employment that give them maximum flexibility, including 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 to and respond to changes in a plastic way.

Resilient to change

Dr. Karolina Messyasz from the Faculty of Economics and Sociology, University of Lodz, writing about Generation Z, recalls that the influence of historical events in youth tends to persist over time as so-called cohort effects. This is also reflected in the approach to work. [3]

Growing up in the pandemic, “Zetki” learned to find themselves in an uncertain situation instantly. What is an undoubted plus for companies operating in a dynamically changing market. At the same time, it is a generation that will need psychological support from employers and further training in soft skills for a long time [4], which they often simply did not have a chance to acquire. This is not their fault, of course, but a response to the times in which they grew up.

Very high digital competence

“Zetki” are sometimes referred to as Generation C (as connetti). Raised online, they take online activity as something obvious, permanently linked to their lifestyle. [5]

Their deep attachment to the virtual world is of course also reflected in their professional life. This is why they value the possibility of remote work so highly, are eager to be in an international environment and appreciate the opportunities to realize interesting projects. [6] No wonder — since childhood they have been fed visions of success of Silicon Valley startups and want to create new, and preferably groundbreaking things themselves.

They have high expectations for earnings

Generation Z is maturing 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 does not remain without affecting their ambitions and expectations. Studies have shown that “Zetki” like to save and carefully plan their budget. Most likely, this is due to the need to “go your own way” as soon as possible [6], which is further hampered by the complex housing situation on the Polish market. Of course, employers cannot meet all 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 of the subject point out that putting the self before the ME is a general social trend, a tendency of neoliberal societies. “Issues such as education and work have been shifted from the level of public/social problems to the individual level, where it is the individual's job to make decisions as well as to take responsibility for them.”

Generation Z has become accustomed to making decisions for themselves, but they also know how to face the consequences. This generation of born entrepreneurs, can actually be a challenge for managers, but definitely one that is worth meeting. Especially since, paradoxically, “Zetki”...

They enjoy working in a group

What is interesting when choosing a place of work the most important criterion for the younger 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, it happens that it is more difficult for them to communicate with colleagues, but this is largely due to the fact that they are... a minority. Especially when compared with the demographic height, that is, people born at the turn of the 70s and 80s.

They don't believe in systemic education.

Only 54% of Zetek believe that education has an impact on their professional success [6]. This makes a large percentage of them simply “do not care about paperwork”, but with real skills, which they often acquire outside of school by engaging in a variety of projects. At the same time, they learn new skills instantly, and being constantly online makes them great at communicating in English. Curiously, more than previous generations dream of opportunities for development. [3]

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

They believe in value

Even if they refute our attachment to a master's degree, it is worth learning from them an approach to values. “Zetki” more willingly choose a company that is socially responsible, supports talent and evens out opportunities in the labor market. At the stage of scanning job offers also take into account issues related to ecology, pro-social values and diversity. [5]

How to prepare a company for a new generation?

The answers to this question can be found in the generational characteristics of GenZ itself. It turns out that with a certain dose of empathy and process correction, this task is easier than one might think, cursory browsing the media scaring “claimant and overly assertive youngsters.”

1. Act like app developers

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

2. Focus on work-life balance

Not only respect the boundaries of Generation Z, but also provide solutions that emphasize work-life balance, because it is one of the key values for young workers. [6]

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

3. Let them... learn

Although the education in the form of “paperwork” is not the most important for them, they are used to quickly acquiring new skills, changing like constantly updated applications. Generation Z is committed to Just in time learning [6] — they want to know the news as soon as possible and know “everything”. And again — do not force them to specific trainings, they will perfectly sense trends themselves. 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 — 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 herein. It is worth emphasizing that hybrid work requires a slightly different approach to the issue of personnel management. However, it is definitely worth making such a change — if only to catch and retain young talent. Keep in mind that “Zetki” still have a strong need to be in a group. They simply translate some of these relationships into an online environment. [6]

5. Be flexible

Remember the variety of contracts and working hours — born individualists like “Zetki” like to have a sense of agency and freedom of choice. Very often such flexibility is a win-win situation, also for an employer who wants to have a team that responds on an ongoing basis, also at non-standard hours, and not just “sitting in the office to reflect the card”.

6. Motivate with concrete

With all their passion for values and ideas, the younger generation sees work very pragmatically. They like concrete gratification and appreciate the value of money [7]. Importantly, they are motivated by rewarding them for the results, not for example the hours spent on the project [5]. Of course, it is still not necessary to rely only on money - benefits are also very popular. However, it is important that the motivation is — nomen omen — precisely motivated.

7. Rethink communication

The average focus time among young people today is less than 10 seconds. This forces companies to change communication to concrete and meaningful. [7] In addition, they expect openness and prompt feedback. [5] The myths associated with their excessive assertiveness can arise precisely from this communicative misunderstanding. It is worth rethinking this issue — focusing on honesty, openness and short, clear messages.

8. Provide opportunities for the development of soft competences

Training benefits can be supported here. Properly selected courses can work wonders in topics such as: group skills, stress resistance, creativity or communicativeness. They will also help to take the “Zetek” assertiveness form more towards taking care of respecting your limits, while maintaining kindness to others than cultivating typically selfish behaviors. MultiLife users have many options to choose from — from the “Emotional Intelligence of a Leader” course from Youniversity to unlimited audiobooks from Legimi, such as: “Why dreamers will save the world” or “Inspiring leader. How to effectively multiply the potential of the team”.

9. Be ethical

“Zetki” decide to apply to companies that are socially responsible [4]. So it is worth considering these needs and betting on a strong CSR. The “pro bono” action can also be extended to involve employees in taking care of their health (MultiLife provides preventive examination kits and even individual e-consultations with an internist, nutritionist and personal trainer). Supplied with such a package “Zetki” will instantly notice the company's concern for the well-being of the teams.

10. Create diverse teams

The young dynamic band is already a past that has been ridiculed by many memes. Experts emphasize that Multigenerational teams are an invaluable asset for companies, bringing a diversity of attitudes, experiences and energy. [2]

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

...

Bibliography:

1. situ https://amu.edu.pl/wspolpraca/inicjatywy/debaty-akademickie/xiv-debata-akademicka.
2. situ https://www.parp.gov.pl/component/content/article/83979:cztery-pokolenia-na-polskim-rynku-pracy.
3. situ 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. situ https://www.hays.pl/blog/insights/-pokolenie-z-na-rynku-pracy.
5. situ https://porady.pracuj.pl/kariera-i-rozwoj/jak-chca-pracowac-i-awansowac-przedstawiciele-pokolenia-z/.
6. situ https://www.ey.com/pl_pl/workforce/pokolenie-z-co-to-jest.
7. situ https://hrstandard.pl/2017/11/14/jak-powitac-pokolenie-z/.