Makes room for a new generation on the labor market - the Generation Z. According to numerous recent studies, a new generation is about to enter the labor market and it has completely Other ideas and expectations to the world of work than their predecessors. This presents HR managers and managing directors with new challenges. Challengesbut also opportunities. In our blog post, we look at the wishes of Generation Z when it comes to careers.
The alphabet from behind - X, Y and Z
Before we turn our attention to the last letter in the alphabet, let's take a brief look at the Differences in meaning with the Generation designations to enter. In the 1950s, US photographer Robert Capa coined the term Generation X in a photo reportage. The term caught on. Generations Y and Z followed in its wake. The baby boomers are also among the predecessors of all three. Here is an overview of the chronological classification with designations for the year 2023 according to Beresford Research.
/ Baby boomers: born between 1946 and 1954
/ Generation X: born between 1965 and 1980
/ Generation Y(also called Millennials): born between 1981 and 1996
/ Generation Z: born between 1997 and 2012
The work mentality of generations X and Y
Over the last 20 years, employers have noticed striking differences in the Values and the Behavior between generations X and Y. While X was still considered materialistic, ambitious, but also reserved, Y already showed different characteristics. This generation - technology-savvy, self-centered, but also more idealistic - already had a far more Lower binding to the employer than their predecessors.
Generation Z - the digital natives
In some cases, the Digital affinity already attributed to Generation Y. However, Generation Z is experiencing this to a far greater extent. Z has grown up with having an enormous amount of data and digital information in a short space of time. It is the generation that Networked 24/7 and cultivates her online community almost more than her real-life community. And she enjoys doing it all. The digital and real world has merged with each other. Information is obtained from forums, blogs, vlogs and social media such as Facebook, Instagram, Snapchat, TikTok and Twitter. There is also no separation between the private and public Me.
Information of all kinds is provided with the Community shared and you also constantly participate in the lives of others. This also means that many Topicsthat were taboo for the previous generations into the Light of the public and the focus of interest. Topics such as mental health, environmental protection, racism, sexism, dealing with sexuality and gender as well as career issues and much more.
What Generation Z expects from the job
Security & stability in a chaotic world
Gen Z is during a Economic crisis and in her teenage years or rather in her young adult life is in the middle of a Pandemic and the Ukraine warboth of which have their own individual consequences and challenges.
The logical consequence of this is the longing for Constance and Stabilityboth in a private and professional context.
In an annual survey conducted by Deloitte Millennial 2021, 55 % of Gen Z respondents said they wanted to change jobs in the next two years. One year later, only 31 % did so. Instead, the majority said they wanted to stay in their current job for the next 5 years.
Clear separation between work and private life
Gen Y has come to terms with the idea of Work-life balance already tries to strike a balance between professional obligations and private life, including family, friends and hobbies. Gen Z takes a far more radical approach to this and demands clear Separations between private life and work, flexible working hours, working from home and Hybrid working modelsa reduction in working hours from full-time to part-time, job-sharing models and much more.
Focus on mental health
Gen Z has learned from its predecessors. While Gen Y with Overtime and the desire for higher positions Gen Z has worked against burnout, Gen Z is putting their mental and physical physical health into focus. There is a clear rejection of overtime and the assumption of management tasks. This trend is also continuing in the so-called Quiet quitting trend The following is clear: no unpaid overtime is performed in order to put one's own mental and physical health at risk for work.
A job with meaning
In the already mentioned Deloitte survey 25 % of post-millennials stated that they were looking for a job with meaning. However, it is not only the meaningfulness of a job that is highly valued, but also the opportunity to develop creatively.
What employees should consider when recruiting Gen Z
As is clear from the above points, Gen Z has clear Performances of how she wants to work. And, above all, what she doesn't want. Gen Z attaches great importance to Equal rights and Diversity. She is more politically minded than her predecessor and is concerned with issues such as the climate crisis, resources and the environment. All of this is reflected in the choice of her employers and Workplaces echoed.
Gene Z checks put the promises of companies through their paces. They take Job offers not just because they are offered to them, but weigh up all the points carefully, sleep on them (even for more than one night) and also reject them if they are important to them. Prerequisites do not appear to be fulfilled.
Practical tips for employees
1. no bullshit
Promising potential employees things and telling them the blue sky is absolutely useless. It will have the desired effect for a short time, but it will soon turn into dissatisfied and frustrated workerswho throw their motivation out of the window and/or the company leave.
Employers should first and foremost be concerned with their own Dealing with values and communicate their expectations of candidates openly and honestly. This is the only way to dispel false expectations on both sides. Both waste the TimeThe two partners do not share the same values and those whose values coincide find each other.
2. more than salary - employee benefits
Salary is definitely not everything for Generation Z and certainly not a Lure. What is in the foreground for this generation are Benefitsthat employers can offer them. These include a company Health carebecause - as already mentioned - they attach great importance to mental and physical health. The possibility of Bicycle leasing contributes to increased mobility and the provision of a company kindergarten or childcare options, makes it possible for working employees with children to reconcile both. Other options for employee benefits include a company Retirement provision or a Workation. With the latter, employees have the option of leaving the office for a while and doing their work elsewhere.
3. practicing new management
For Gen Z, the topic Management position Although most of them say no for fear of being overworked, this generation is not afraid, Responsibility under certain circumstances. And this definitely includes the topic of New Leadership. The possibility of working in Design and decision-making processes being actively involved is an absolute must. So are flat hierarchies and agile working in agile teams. And these should not just be buzzwords in the job description (see tip 1!)
4. development opportunities
With individual Development opportunities such as workshops, coaching sessions and training courses that expand and develop various skillsets. promoteemployees can develop within their role. In combination with this, the job rotation option is an exciting tool that allows employees to develop in new roles. Tasks can try out.
5. feedback culture
Gen Z is the generation that is all about likes, comments and messages. fast must go. The same applies to them, therefore also with Feedback. Open and constructive Feedback at eye level has the potential to to allow employees to grow beyond themselves and to develop in their Working environment feel comfortable. They are given the opportunity to improve their work and have high expectations of themselves. Quality standards.
6. next generation recruiting
As already mentioned several times, Gen Z is the generation for whom everything is online happens. That is why Social media recruiting is the order of the day. This is the quickest way to meet the generation of digital natives in contact. The application process is also Authenticity everything. Showing the company and employees in their natural environment and - as far as possible - in everyday working life arouses the interest of potential candidates and at the same time gives them a feeling for what their future workplace and colleagues might look like.
The Labor market must change if companies do not want to miss out on the good workers of tomorrow. And the workforce of tomorrow has a different attitude to work than the Generations before that. Whether you like it or not is a matter of opinion. The fact is: Who Qualified personnel must give them the necessary framework so that they feel comfortable, can develop and see meaning in their work. Then the Employee retention.
Sources:
https://haiilo.com/de/blog/generation-z-arbeitswelt/
https://www.beresfordresearch.com/age-range-by-generation/
https://www.karriere.at/hr/t/gen-z-fachkraefte-von-morgen
