• Very high digital competencies

Zoomers are sometimes referred to as Generation C (as in connected). Raised online, they take Internet activity for granted, as something inseparable from their lifestyle. [5]

Their deep attachment to the virtual world naturally translates into their professional lives as well. This, they say, is why they value the opportunity to work remotely so much, are eager to be in an international environment and appreciate the chance to carry out interesting projects. [6] No wonder – they have been fed with visions of Silicon Valley startup successes since childhood and want to create new things themselves, and preferably breakthrough ones.

• They have high expectations with respect to earnings

Generation Z is maturing in a very difficult economic situation, with changing conditions and constant uncertainty. At the same time, it is fed by the media with images of young millionaires, which does impact their ambitions and expectations. The study showed that zoomers like to save money and carefully plan their budget. This is most likely due to the need to become independent as soon as possible [6], which is further hampered by the complicated situation in the Polish housing market. Of course, employers can’t meet all of these expectations, but it’s worth understanding the needs behind them.

• They are individualistic

Yes, this stereotype, which has been repeated many times, contains a large grain of truth. However, researchers of the topic point out that putting “I” before “WE” is a general social trend, a tendency in neoliberal societies. “Issues such as education or labour 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 bear responsibility for them”. [3]

Generation Z is accustomed to deciding for themselves, but also knows how to face consequences. This generation of born entrepreneurs, indeed, can be a challenge for managers, but definitely one worth meeting. Especially since, paradoxically, zoomers...

• Like to work in a group

Interestingly, when choosing a workplace, the most important criterion for the younger generation is good atmosphere and relationships with people (50%). [3] It is worth taking this into account and absolutely do not assume that integration for Generation Z will be futile. Of course, there are times when it is more difficult for them to communicate with their colleagues, but this is largely due to the fact that they are... a minority. Especially when juxtaposed with baby boomers, i.e. those born in the late 70’s and early 80’s.

• They don’t believe in systemic education

Only 54% of zoomers believe that education has an impact on their professional success [6]. This makes a large percentage of them simply “not concerned about the diploma” but about real skills, which they often acquire outside of school by getting involved in various projects. At the same time, they pick up new skills in no time, and constantly being online makes them great at communicating in English. Interestingly, more than previous generations, they dream of the opportunity to develop. [3]

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

• They believe in values

Even if they challenge our attachment to the master’s degree, it is worth learning from their approach to values. Zoomers are more likely to choose a company that is socially responsible, supports talent and levels the labour market playing field. When scanning employment opportunities, they also consider environmental issues, pro-social values and diversity. [5]

How to prepare the company for the new generation?

The answer to this question can be found in the generational characteristics of GenZ itself. It turns out that with some empathy and process adjustment, this is an easier task than one might think by flicking through the media scare-mongering about “demanding and overly assertive youth”.

1. Act like app developers

The digital generation expects solutions from the world in which it functions. Experts argue that Generation Z functions far better in simple, intuitive frameworks. [6] So remember to simplify your processes and procedures.

2. Focus on work-life balance

Not only respect the boundaries of Generation Z, but also provide solutions that emphasise work-life balance, as this is one of the key values for young employees. [6]

Remember that Generation Z chooses companies that provide benefits that help enrich their personal lives: interests, pursuing dreams or spending time in interesting ways. [5] Take advantage of a platform, such as MultiLife, from which they will be able to freely choose courses, apps and tips for furthering their interests.

3. Let them... learn

Although education in the form of a degree is not the most important thing for them, they are used to quickly acquiring new skills and evolving like constantly updated applications. Generation Z relies on just in time learning [6] – they want to learn news and know “everything” as quickly as possible. And again – don’t force them into specific training, they will sense the trends perfectly on their own. Sometimes it will be a development series like “New Technologies in Business” from Youniversity, other times a Spanish course or breathing exercises. are also included in MultiLife, a benefit offering a huge range of diverse well-being tools.

4. Allow them to work remotely

We have already written about ways to integrate distributed teams here. It is worth noting that hybrid work requires a slightly different approach to personnel management. However, it is definitely worth making such a change – if only to attract and retain young talent. Remember at the same time that zoomers still have a strong need to be in a group. They simply translate some of these relationships into the online environment. [6]

5. Be flexible

Remember to have a variety of types of contracts and working hours – born individualists such as zoomers 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 a responsive team, including at non-standard hours, rather than just “sitting in the office to clock in”.

6. Motivate with specifics

For all their love of values and ideas, the younger generation views work very pragmatically. They like tangible gratification and appreciate the value of money [7]. Importantly, they are motivated by being rewarded for results, rather than, for example, hours spent on a project [5]. Of course, you still don’t have to rely on money alone – benefits are also very popular. However, it is important that the motivation is, actually, accurately defined.

7. Rethink communication

The average attention span among young people today is less than 10 seconds. This is forcing companies to change their communications to be specific and substantive. [7] In addition, they expect openness and quick feedback [5]. The myths associated with their excessive assertiveness may stem precisely from this communicative misunderstanding. It is worth rethinking this issue – bet on honesty, openness and short, clear messages.

8. Provide opportunities to develop soft skills

This can be supported by training benefits. The right courses can work wonders in areas such as teamwork skills, resistance to stress, creativity or communication skills. They will also help zoomers’ assertiveness take a form that goes more in the direction of taking care to respect one’s boundaries while being kind to others rather than cultivating typically selfish behaviour. MultiLife users have many choices in this regard, from the “Emotional Intelligence of a Leader” course from Youniversity to unlimited audiobooks from the Legimi platform, such as: “Why Dreamers Will Save the World” or “Inspiring Leaders. How to Effectively Multiply Your Team’s potential”.

9. Be ethical

Zoomers choose to apply to companies that are socially responsible [4]. So it’s worth taking these needs into account and betting on strong CSR. The “pro bono” activity can also be extended to engaging employees to take care of their health (MultiLife provides preventive examination packages in this regard, and even individual e-consultations with an internist, dietician and personal trainer). Provided with such a package, zoomers will instantly notice the company’s concern for the well-being of the teams.

10. Create diverse teams

The young dynamic team is a thing of the past, ridiculed by many memes. Experts emphasise that cross-generational teams are invaluable for companies, bringing a diversity of attitudes, experiences and energy. [2]

Zoomers are undoubtedly a challenge. Nowadays, however, the ability to respond to change is one of the key competencies, not only for employees, but for entire companies. It is good to know that in this regard, managers will have a strong ally in the younger generation.

 

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References:

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