10 ways to get ready for Gen Z in the workplace

  • Gen Z-ers have an abundance of digital and social insights to offer their future employers, but they're also socially conscious and do care about face-to-face interactions, experts say.

    Gen Z-ers have an abundance of digital and social insights to offer their future employers, but they're also socially conscious and do care about face-to-face interactions, experts say.

  • Experts say Gen Z-ers like structure in the workplace. They are less likely to enjoy a mobile office at Starbucks.

    Experts say Gen Z-ers like structure in the workplace. They are less likely to enjoy a mobile office at Starbucks.

  • Tom Gimbel

    Tom Gimbel

  • Lauren Soderstrom

    Lauren Soderstrom

  • Gen Z-ers are used to distractions with constant updates and notifications from dozens of apps. It's quite normal for them to go from one task to another.  This can be perfect for a workplace that requires multi-tasking.

    Gen Z-ers are used to distractions with constant updates and notifications from dozens of apps. It's quite normal for them to go from one task to another. This can be perfect for a workplace that requires multi-tasking.

 
 
Updated 2/16/2018 8:19 AM

Generation Z -- the demographic group following the millennials -- is beginning to make its way into the workforce. What does this mean for management and co-workers?

Generation Z are those who were born from 1995 to 2010, which means the oldest are just turning 23 and taking their first jobs.

 

It's time management starts prepping the workplace to cater to twentysomethings who are techy, creative, innovative and mostly ready to make a difference.

Just like every generation, they have their own preferences, outlooks and characteristics that define them. Of course, there are always exceptions to the generalizations of a demographic, suburban experts say.

It's not always cut and dry, as there is some overlap, warns Tom Gimbel, founder of LaSalle Network, a staffing and culture firm with offices in Oak Brook and Schaumburg. Gen Z and younger millennials may share some of the same characteristics and are often fundamentally different from older millennials with different employment demands.

One fact is concrete: The Gen Z group of digital natives don't recall life without a smartphone in their pockets and their confidence across social media platforms exceeds those of older generations.

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Sure, Gen Z-ers have an abundance of digital and social insights to offer their future employers, but they're also socially conscious and do care about face-to-face interactions, said Lauren Soderstrom, a senior organizational development partner at the Management Association in Downers Grove.

Here are some tips business owners, entrepreneurs, company executives and middle managers can use to better understand the newest group coming out of college.

1. Competitive nature

Experts say that millennials enjoy the collaborative nature of work. Generation Z -- not so much. Studies are finding that this group tends to be much more independent and competitive.

This generation is applying for jobs thinking that they need to beat the next guy or girl to get there. "If you want something done right, do it yourself" is often their motto once they land the job.

                                                                                                                                                                                                                       
 

Ernst & Young ran a multigenerational survey of 1,800 people in the U.S. in order to gain insights into Gen Z and found that the majority of them have a "do-it-myself" mentality.

"I have read reports that they're more competitive," Soderstrom agrees. However, she does not suggest pitting employees against each other to compete in the workplace. "But maybe tie in games or competition," she suggests.

2. Entrepreneurial spirit

This generation has a real entrepreneurial spirit. They have watched as people their own age create successful companies, and this independent mindset is showing within their attitude to work. They are eager to work on independent projects. Managers should encourage them to think beyond their job descriptions in an effort to keep them engaged and help them feel loyalty to the company.

3. Benefits that matter

Air hockey tables and upscale coffee machines would be seen as recruitment tools for older millennials. Gen Z-ers are more about tangible benefits. They are more about health care plans and 401(k)s.

New, younger employees may not know how to manage these new benefits and may need some guidance. They will feel the loyalty of the company when they are given the opportunity to learn.

4. Let's talk

Sometimes the younger generation gets a bad rap for their social media and cellphone engagement. However, they like face-to-face interaction, Soderstrom says. "They are very likely to pop into your office to talk," she says.

Older employees may vote for virtual meetings, but younger workers enjoy ongoing face-to-face contact. They want to stay engaged. Proof of this is the increase in open workspaces and creative work areas used by startups and technology companies looking to bring in younger talent.

5. Structure

Experts say Gen Z-ers like structure in the workplace. They are less likely to enjoy a mobile office at Starbucks. They like expectations in their setting. They like to feel connected to their workplaces and to co-workers. However, experts warn against micromanaging this group as they will not respond well to that.

6. Feeling safe

Contrary to popular belief, these young people do like to learn. It may not appear that way when they have their mobile phones in hand at all times.

But feeling safe and secure at work is key with this group. "They saw the aftermath of the recession," Soderstrom says. Many in this group saw their parents struggle with financial hits experienced during the most recent economic downturn. Therefore, they want to know there is a future for them at their place of employment. Managers should outline their career path to help them realize there is a future.

7. Multi-tasking to the max

So you thought millennials were easily distracted, switching between texts and emails? Gen Z-ers have even more distractions as they are used to constant updates and notifications from dozens of apps. It's quite normal for them to go from one task to another.

This can be perfect for a workplace that requires multi-tasking. For managers, seeking employees who can focus on a task for an extended period of time, make sure that's communicated to potential Gen Z employees.

This group grew up writing a research paper and briefly checking their phone for a few seconds to look at a picture and then return to the task at hand.

These employees might start working on a report in the morning, open it on their phone on the train home and pull it up again on their laptop while relaxing in the evening. Some experts say the younger employees don't have as much of a harsh delineation between work and home, and this could change the workplace even more in years to come.

8. Office etiquette

As with any generation coming into a new job, setting workplace rules is essential. Discussions should take place about the dress code, for example. Experts point to more of a life stage change, than a generation not knowing the guidelines. The youngest generation often gets a lot of flack for being new. Rules about how much time should be taken for lunch and breaks should also be communicated.

9. Writing tips

The younger generation is often more about texting and social media than writing emails and letters.

Some experts say this generation may not have been properly taught how to write professional or work emails while they were in school. A manager may have to touch up on these skills once the employee is hired if they see there are problems here.

10. Don't be hypocritical

Some older managers may be quick to point out the faults and flaws of the newest generation. Some managers will complain that Gen Z-ers can't talk on the phone with professionalism or that their faces are always buried in their phones.

However, Gimbel suggests monitoring a business meeting and keeping track of how many older managers are on their cellphones or tablets during a presentation. "I tend to see the older workforce to be very hypocritical," Gimbel says.

The younger generations work hard and want to be compensated for their work, he says.

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