Lead the Gen Z Workforce with Transparency, Flexibility, and Purpose

Gen Z has grown up entirely in the digital age. They don’t know the world without the internet; instead, their lives revolve around the latest tech – from smartphones to virtual reality gaming videos – which play out across a growing mosaic of social media channels. It is this tech savviness and dependency that sets them apart from their predecessors.   

“Having grown up in a highly digital, interconnected and, fast-paced globalized world, Gen Zs feel that there are few or no boundaries, be it in their real or virtual lives,” says Valerie Malcherek, a Gen Z employer branding specialist at Zurich Switzerland, whose role is to ensure the business continues to attract and retain the brightest young talent.

Gen Zs come with different priorities, behavior, needs, values and talent. Radically different from Millennials, they have an entirely unique perspective on careers and how to define success in life and in the workforce. Moreover, they perceive their future as volatile. As a result, this generation has high expectations for their employers. For senior leaders, this means rethinking their organizations’ approaches to job design and rewards.

Considering Gen Z will account for 27 percent of the workforce by 2025, it’s critical to cater to the needs of this generation. Here are some tips for leaders on how to handle the new talent in the workforce.

Start with open communication, trust, and autonomy

Generation Z expects openness to extend across an organization’s spectrum, from understanding pay structures and job expectations to getting a clear glimpse of the company’s culture. They want to understand the “what’s in it for me” factor clearly and concisely. They are not easily wooed by flashy (or vague) statements; they want the straightforward truth.  Hence, leaders will have to articulate honesty and clarity across all channels, when it comes to attracting and retaining talent. Moreover, by having an open-door policy and by asking for feedback and suggestions regularly, leaders can create a space where employees feel valued and heard. All of this will eventually help boost employee morale and productivity.

Gen Z values autonomy and independence, and they thrive in environments that offer flexibility. Micromanagement can stifle their creativity and hinder their performance. Allowing team members to choose their schedules or suggest their methods of tackling projects will make them feel more respected and engaged in their work. While leaders can set clear expectations for results, they need to be as flexible as possible about how, when, and where work is done.

Encourage work-life balance

This generation refuses to settle for toxic environments and instead prioritizes a healthy work-life balance. They envision a workplace that accommodates personal needs and supports overall well-being, one that promotes a healthier and more fulfilling work experience. They seek to thrive in harmonious workspace, where work enhances their lives instead of consuming them. And so, to appeal to Gen Z employees, leaders will have to offer various working styles outside the standard 9-to-5 experience. Showing empathy, especially in the confines of remembering that employees are human, will go a long way toward retaining the Gen Z employees. 

Invest in growth and development – in your org and people

Growth is not just a perk but a necessity for Gen Z workers. This generation values continuous learning and professional development opportunities. They seek companies that invest in their growth – one that will provide them with the chance to enhance their skills and knowledge.

Hence, it’s imperative for leaders to ensure they are investing enough in training and mentorship. It can keep the new workforce motivated and engaged and prove that the company values their potential.

Competitive compensation remains an important factor for Gen Z. They understand the importance of financial stability and seek fair compensation for their skills and contributions. While they value work-life balance and purpose, they expect to be adequately rewarded for their efforts.

Gen Z and technology go hand-in-hand. They are the first generation to enter the workforce with no memory of a time before social media and Wi-Fi. This means leaders hoping to attract and engage with Gen Z employees will need to be digitally savvy at the core. If you don’t have up-to-date technology at the workplace, you’ll find that Gen Z is not motivated enough or lacks interest in the workplace.

The Gen Z workforce cares about moral values, too

Gen Z is the most diverse generation yet, and values workplaces that reflect diversity, equity and, inclusion. They advocate for equal opportunities and celebrate differences. Hence, leaders should focus on DEI factors to access a bigger and better talent pool. This will even foster creativity and innovation since everyone will have diverse and unique perspectives.

In brief

Gen Z can be an invaluable asset to any team. Understanding the distinct preferences of these younger generations is essential for leaders aiming to thrive and stay relevant in the future competitive marketplace.