Generations and cultural movements transition fluidly, making it challenging for social scientists to define an exact age range for Generation Z. Generally, Generation Z is considered to include individuals born between 1995 and 2015. This demographic is now finishing school and entering the workforce, with approximately 61 million Generation Z’rs joining various industries, particularly in education and therapy.

Who is Generation Z, and What Drives Them?

Before hiring Generation Z, it is essential to understand the common strengths, weaknesses, and trends associated with this generation.

Key Incentives for Generation Z in the Workforce: Not Just Money

Salary is becoming less important for younger generations. A study comparing Millennials and Generation Z found a significant drop in the percentage of people who believe money is a key motivator. Generation Z is less materialistic and more realistic about their needs. If they do not get what they need from a job, they will look elsewhere.

Access to Technology

Generation Z grew up in the technology age, with social media and computers playing a significant role in their lives. This familiarity with technology comes with challenges like shorter attention spans and less patience. To engage Generation Z, be direct and concise in your communication. They are accustomed to short, direct instructions and ongoing correspondence through texting and social media.

Learning by Doing

Generation Z prefers hands-on learning and multitasking. They value independence and self-reliance, often learning new skills through trial and error. With years of experience exploring various programs and applications, Generation Z is adept at using the internet to learn new information.

Measuring Success – Growth and Social Recognition

Generation Z measures success differently than previous generations. While salary is still important, other motivators like accolades and a noble cause hold significant weight. They seek work they are passionate about and opportunities for growth and social recognition. Offering them a cause to support can be as important as providing a paycheck.

Potential Challenges When Hiring Generation Z

Shorter Attention Span

Generation Z grew up surrounded by technology, which may have resulted in shorter attention spans due to repeated instantaneous gratification. This can vary from person to person but is a relevant consideration for employers.

Different Expectations of Benefits

Generation Z may have different expectations regarding benefits, such as extended vacation time, remote access, or paternity leave. Companies that cannot provide these benefits may struggle to attract and retain Generation Z employees.

Retention and Loyalty

Generation Z is known for moving quickly through their careers. They are three times more likely to change jobs compared to Baby Boomers and will hold more jobs in their lifetime. These moves often help them increase salary, upgrade titles, and learn new skills.

Independence, Confidence, and Creativity Define Gen Z

Generation Z brings new strengths and weaknesses to the workforce based on their upbringing. They are characterized by their independence, compassion, and technological proficiency. By providing them with freedom, decision-making ability, creative outlets, the right tools, and a mission, Generation Z can offer fresh perspectives and innovative ideas to your staff.

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