Born in the late nineties and noughties, the successors to the Millennials are worlds apart from their older coworkers.

As the first digitally native generation, Gen Z’s formative years were (and are) vastly different from anything we’ve seen thus far. Fittingly, their priorities, needs and motivations, too, are different from those of older employees.

Read on to learn more about the relationship between Generation Z and the workplace — and how you can rethink your strategy to ensure maximum engagement from this increasingly professionally active demographic.

Provide much-needed security

Owing to negative macroeconomic factors in their youth, Gen Z employees tend to have a bleak outlook of their financial future, according to a McKinsey report — and aren’t confident of their prospects of one day owning a home or retiring.

The same report reveals higher levels of distress and a much lower likelihood of feeling recognised and rewarded than older respondents. It’s perhaps unsurprising, as a result, that an alarming 77% of respondents are looking for new jobs.

These statistics paint a picture of a workplace demographic whose needs aren’t being met. Though it stems from a handful of factors, the common thread is that they aren’t receiving the support they need from their organisation.

To remedy this, consider:

• Training managers in mental health and employee wellbeing (allowing them to more effectively support subordinates and spot the early signs of disengagement)
• Championing rewards and recognition (need a hand getting started? Innecto’s experts can help you craft a world-class recognition programme)

Craft the perfect Gen Z workspace

Did you know that, while prior generations prefer quiet in their workspace, over half of all Millennials and Gen Zs thrive in a more chaotic environment?

As workplace demographics shift, the importance of the traditional ‘private’ office wanes: today’s workforce increasingly values open offices and believes itself to be more productive in these spaces (with the caveat that quieter spaces must be available for calls or meetings).

From another angle, the idea of mandatory office attendance every day of the week is foreign to many Gen Z cohorts: after all, they’ve joined the workforce at a time where flexibility is a hot topic.

The research shows that the freedom of hybrid/remote arrangements is a hill they’re willing to die on — employees aged 18-34 are 59% more willing to leave than their older colleagues if this need isn’t met.

Ultimately, the perfect Gen Z workspace is one that they can adapt to suit their needs. Consider how a hybrid strategy can lend itself to greater freedoms for this cohort.

Flaunt your values

A defining characteristic of Gen Z is its attachment to social causes. Growing up witnessing phenomena such as an increasing wealth disparity and the consequences of climate change has deeply shaped the youngest generation to join the workforce.

Unsurprisingly, this mentality permeates Gen Z’s approach to work. If they believe they’re working towards the greater good, they won’t just be more engaged. Those that have a sense of purpose at work are much less likely to leave — which, in an era of ‘quiet quitting’ and The Great Resignation, is a secret weapon for retention.

Harness it by affirming your commitment to values that change the world for the better. As Deloitte’s recent survey has demonstrated, organisations that are proactive in tackling climate change enjoy greater loyalty.

The psyche of the modern workforce is slowly but steadily changing as an increasing number of Gen Zs come aboard. Understanding this demographic is vital for organisations that hope to maintain — and increase — their bottom line.

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