Generation Z: who are they?
Generation Z refers to people born between 1995 and 2010. By 2025, this generation will represent 27% of the workforce in OECD member countries.*
People from Generation Z have grown up with digital tools. They are therefore highly skilled at using them and are hyperconnected. They interact with the world in a different way. They are also used to obtaining information quickly through new communication media. They are also workers who are accustomed to juggling different tools and media and to multitasking.
It is important to understand that this generation finds it easier to leave a job in which they do not feel fulfilled. In fact, they no longer place as much importance on permanent contracts. They increasingly favor fixed-term contracts.
By identifying the motivations of these workers, companies will find it easier to understand how to recruit, retain, and manage them.
Generation Z: honesty, transparency, and meaning at the heart of its values
This generation advocates specific values. It values honesty, transparency, meaning in work, and social engagement. According to the Conférence des Grandes Ecoles Barometer, 60% of talented individuals say they are willing to take a less secure position for a job that is meaningful.
These individuals have experienced various crises—terrorist attacks, war, health crises, climate change—that have changed their relationship to work. Some have also seen their parents lose their jobs despite their hard work. This may have led to a rejection of the sacrificial nature of work. Nevertheless, they are serious and ambitious workers.
Finally, Generation Z advocates values of inclusivity and respect for the environment. As such, it is more interested in organizations that demonstrate social and environmental commitment.
Generation Z: specific expectations
Transparency:
Firstly, this generation seeks transparency and mutual trust with the company. They want regular feedback and a trusting relationship with their manager. Conversely, they shy away from authoritarian management styles.
Evolution:
Next, these workers are interested in structures that can influence their career development. In fact, 80% of Generation Z believe that the possibility of career advancement in their future job is a key criterion in their search. ** In addition, they prefer short, interactive learning methods.
Flexibility:
Contrary to what one might think, these workers do not necessarily advocate 100% teleworking. In fact, they also want to benefit from physical, user-friendly workspaces. Flexibility means work-life balance, flexible hours, and alternating between teleworking and working on site.
Search for meaning:
On the other hand, these employees are committed to finding meaning in their work. They want to do a job that has an impact, with tasks that they consider useful. In fact, 70% of them emphasize the importance of the tasks and responsibilities entrusted to them when looking for a job. **
In addition, they need to share common values with the company. A healthy and supportive atmosphere is also important.
Furthermore, recognition of their work is essential. Workers seek this recognition, particularly from their immediate manager. Finally, they also expect remuneration that allows them financial stability.
Learn more about the search for meaning at work
Techniques:
Finally, Generation Z wants to benefit from digital tools that make their daily work life easier.
Generation Z: how to meet their expectations?
Adapting to digital use
In order to meet the expectations of Generation Z, companies can start by offering suitable, innovative digital tools. These workers are used to a personal life where digital tools are predominant. This makes it difficult for them to integrate into a professional environment where everything is done manually.
Enabling skills development
Next, the company must be able to offer faster, more interactive learning. This can be achieved through mentoring, for example. Similarly, the company must enable skills development. This is a key retention tool for this generation. By offering them opportunities for development, we keep them engaged, productive, and loyal to the company.
Say yes to flexibility
On the other hand, the organization of work can be rethought. This may involve promoting flexibility, whether in terms of time or location. Indeed, companies must be able to offer hybrid working arrangements. In other words, they must offer the possibility of working from the office, from home, or from a third location such as a co-working space. Secondly, offering flexibility in terms of time means allowing employees to adjust their schedules according to their personal needs.
Acting on flexibility means acting to improve work-life balance. This helps attract talent, as this factor is at the top of their list of priorities when looking for a job. *** They will also find it easier than their elders to leave a company that does not allow for this balance.
Bringing a human dimension:
In addition, these new employees are looking for hands-on management. It is therefore important for managers to demonstrate authenticity, autonomy, transparency, and trust. Companies must also establish a culture of feedback, which is a motivational driver for Generation Z.
In addition, the company must allow for more collaborative management methods. Employees want to participate, be listened to, and be considered. A highly hierarchical communication style will tend to drive them away. In fact, they may easily leave the company if a feeling of domination prevails in their relationship with their manager. They are also keen to build quality relationships at work.
Enabling recognition at work
Similarly, recognition is an essential lever for retaining these new talents. In business, recognition consists in particular of acknowledging the value of the work performed by employees, their skills, and their successes. Employees who feel recognized are more likely to remain committed and motivated.
Learn more about recognition at work
Adapting your recruitment process
Finally, in order to attract these new talents, it is often necessary to rethink the recruitment process. Indeed, the traditional cover letter may seem unsuitable for the new generation. Similarly, a recruitment process that is too tedious will easily lead to discouragement. It is also important for companies to look beyond technical skills. Focusing on soft skills or behavioral skills can help you better understand your candidates' profiles, especially since this "slash" generation is often involved in several extra-professional projects.
In conclusion, we can say that the expectations of this new generation are pushing companies to rethink the way they work. Professional and personal fulfillment are at the heart of their expectations of companies. Furthermore, we must not forget that salary remains an important motivator. However, work is no longer exclusively linked to financial considerations. Today, the concepts of enjoyment and well-being are also associated with it.
By embracing the values of Generation Z and taking their expectations into account, you enable them to thrive at work. Fulfilled employees will be more motivated and committed.
*Source: World Economic Forum
** Source: OpinionWay survey, conducted for Skema Business School and EY, among French students aged 21 to 25.
*** Source: Deloitte Global Survey 2022 Gen Z and Millennials.
