Recently, I booked an appointment with AAA to get a Real ID driver\u2019s license. The day before I was set to go, I received a call from the branch manager with regrets for canceling my slot. Why? They did not have enough staff.<\/p>\n
It\u2019s \u201cAn Unprecedented Labor Shortage<\/a>.\u201d Heritage.com explains: \u201cThe big story is a 9.2% drop in employment among workers ages 65 and older and a 3.0% decline among workers ages 20 to 24.\u201d Let\u2019s focus on the latter, which is a subset of \u201cGeneration Z.\u201d Born between 1997 and 2012, Gen Zers are tech avid and savvy. They represent a supersize block\u20142.47 billion, or 32%<\/a>, of the world\u2019s 7.7 billion people and about one in five in the U.S<\/a>. They are much-needed additions to the workforce. But attracting them to join the payroll and retaining them is not a slam dunk. Here\u2019s why.<\/p>\n <\/p>\n Organizations seek Gen Zers for their unparalleled digital skills and fresh outlooks. However, the members of this group are unlike the previous cohort, Millennials, and others. Gen Zers tend to be: \u201cmore communicative, more competitive<\/a>\u201d as well as \u201cmore independent\u201d and \u201cmore entrepreneurial.\u201d These are only some of the distinguishing features. That said, it is \u201cimportant for business leaders to understand the work, and benefits that they must offer to best recruit and keep them.\u201d<\/p>\n \u201cWho is Gen Z and How Will They Impact the Workplace?<\/a>\u201d reports that Gen Zers \u201care driven by different needs than the generations that came before them.\u201d These include:<\/p>\n <\/p>\n They\u2019ve witnessed the burnout that can occur when work overtakes all else; perhaps as children they even had to bear the brunt of it. Now that it\u2019s their time to enter the labor force they don\u2019t want any part of this adverse effect. Instead, they desire a more even-handed experience. Note: almost 40% of the members of Gen Z deem \u201cwork\/life balance as a priority\u201d when considering an employer.<\/p>\n Tip: Stay fluid<\/em><\/p>\n Keep flexibility top of mind when setting work policies, such as hybrid and remote arrangements. But don\u2019t stop there. \u201cHow employers are wooing Gen Z<\/a>\u201d cites examples. \u201cSage Hospitality\u2026 is piloting a four-day workweek for positions including cooks and housekeepers. And healthcare firm GoodRx is letting employees work from anywhere in the U.S., hiring an outside company to provide offices.\u201d Indeed<\/a> weighs in by advocating employers offer parental leave, \u201cgenerous vacation time\u201d and \u201cgenerous healthcare coverage over perks like free food or happy hours.\u201d<\/p>\n <\/p>\n Whereas those who have retired from the workforce or may in the next decade are \u201cBaby Boomers,\u201d young arrivals are known as \u201cZoomers<\/a>,\u201d hence the \u201cZ\u201d for \u201cGen Z.\u201d And zoom they do, referring to the speed at which they adapt to and glom onto technology. Digital natives,<\/a> they view their devices as \u201cextensions of themselves.\u201d They use them to commurenicate with others on the job, organize their work and more.<\/p>\n Tip: Tech up<\/em><\/p>\n Stay on the cusp of the latest organizational platforms and digital tools. Ask Gen Zers what tools they need to succeed and factor in their feedback in IT planning. Connecteam<\/a> suggests providing a state-of-the-art arsenal, e.g., Google Suite, Slack and Salesforce. Another suggestion:<\/a> provide microlearning platforms to help Gen Zers develop on their own the skills to succeed. More: \u201cOn the recruiting end of things, companies that have a presence on a platform that embraces video\u2014such as YouTube or Instagram\u2014are more likely to catch the eye of Gen Z hunters.\u201d<\/p>\n <\/p>\n Bred on high-speed internet, Gen Zers interact with peers and others online (and offline) all the time. Social media is their oxygen. So too is immediacy and intimacy in their discussions; they opt for Facetime over texting and calling. This carries over to the job. \u201cGen Z prefers steady communication with their professional teams and thrives in an environment of transparency.\u201d Factoids:<\/a> \u201c90% of Gen-Z workers desire and value a human connection in their professional environments, 60% of Gen Z employees expressed the desire to have clarity on the expectations and parameters of their jobs.\u201d<\/p>\n Tip: Combine high tech, high touch<\/em><\/p>\n Loop in Gen Zers and stay with them. \u201cChats via Slack, quick check-ins over email<\/a>, and even a simple emoji counts as the kind of communication Gen Z feels they need. Recognize contributions. \u201cGen Z wants to feel appreciated (and for that matter, all workers do). Make it clear that you care by asking for input regularly<\/a> and creating a two-way dialogue.\u201d Update the members of this group; keep them apprised. Gen Zers appreciate receiving immediate feedback<\/a> so they can be their best.<\/p>\n <\/p>\n Gen Zers have awareness and interest in far-ranging social issues; that pertains to their interactions online as well as offline. Re the latter, Pew Research<\/a> reports that almost half of all Gen Z individuals are considered \u201cracial or ethnic minorities.\u2019\u201d This mix extends beyond race to the gender and sexuality spaces. \u201cOne in 6 Gen Z have reported they are either transgender or queer.\u201d<\/p>\n Tip: Vive la difference<\/a>!<\/em><\/p>\n Go beyond lip service and writing to demonstrate that diversity rules. Show examples of company culture, initiatives, headcount\/inclusion and funding along these lines \u201cMany in Gen Z pay close attention to a company\u2019s diversity efforts<\/a> when making a decision of whether or not to pursue employment with a particular business\u2014and it makes a big difference in the long run, as studies have shown that many employees who work at diverse organizations stay there beyond five years.\u201d More: Make applications and forms inclusive with more gender-neutral options. Promote efforts to ensure job candidates understand the organization is \u201ca diverse, supportive and inclusive workplace by getting Great Place to Work-Certified.<\/a>\u201d<\/p>\n <\/p>\n \u201cCommon Gen Z traits<\/a> include a competitive spirit and an eagerness to prove themselves.\u201d Indeed suggests these emanate from wishing to stay at the front of the pack. It\u2019s the Fear Of Missing Out\u2014FOMO\u2014principle in action. \u201cGen Zers don\u2019t want to be left behind by their peers. With their successes always on display through social media, FOMO<\/a> looms large for this generation.\u201d Gen Zers, similar to their next oldest group, seek \u201cupward mobility in their careers.\u201d<\/p>\n Tip: Offer opportunities and education galore<\/em><\/p>\n Change, challenge and upward momentum may not only capture Gen Zers but also cement their interest and allegiance. Indeed suggest<\/a>s reflecting Gen Zers\u2019 competitive nature in marketing and outreach and showcasing accomplishments and awards as well as growth and advancement opportunities to make your company stand out.\u201d The word from LinkedIn\u2019s Talent Blog is to \u201clean in on learning and growth<\/a>.\u201d That includes supporting an #AlwaysBeLearning culture and developing \u201cmentorship opportunities and job rotation programs.\u201d<\/p>\n <\/p>\n Again similar to Millennials, Gen Zers are masters of the side hustle. As such, many fit the \u201cslashie\u201d style of work\u2014multiple roles and sources of income. Resourceful and striving, many want to work for themselves. Indeed provides proof points<\/a>: \u201c58% of Gen Zers said they would like to own a business one day and 14% already do.\u201d<\/p>\nGen Z in the Workplace\u2014<\/h3>\n
Who, What and How to Attract and Retain?<\/h3>\n
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Work\/life stability<\/h4>\n<\/li>\n<\/ul>\n
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\u2018Phigital\u2019 perspective<\/h4>\n<\/li>\n<\/ul>\n
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24\/7 connections\/interconnections<\/h4>\n<\/li>\n<\/ul>\n
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Breaking demographic boundaries<\/h4>\n<\/li>\n<\/ul>\n
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Achievement oriented<\/h4>\n<\/li>\n<\/ul>\n
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Side gigs entrepreneurial instincts<\/h4>\n<\/li>\n<\/ul>\n