Gen Z what shaped their views about work and workplaces
Politicians want their votes. Marketers want their attention because their attention can make or break a platform. Financial planners want to place a hold on their calendar for the day they inherit $1 million (Rs 8 crores approximately). They are looking away from Tinder and creating profiles on Hinge. Everyone wants the support of the under 25, but what do they want? We need to know what shaped their worldview
They were between 8 and 23 when the pandemic happened
The pandemic has profoundly impacted Gen Z's attitudes towards work, careers, and the workplace. The pandemic has made pursuing educational and career goals more difficult for Gen Z. The teachers had to learn to teach their subject online. Most teachers did not adapt their content to the online format. There was no time to change the curriculum to this new situation and to design assessments that would help students learn.
Financial stability matters: They have seen parents get laid off and struggle. They have also seen the rise of a handful of people growing richer. They change jobs if someone offers greater financial freedom, a stable job and invests in skills that will lead to a stable job. That also explains why they value the employers who will build their skills. That is a big insurance policy in the 'skills economy'.
A second job helps, in some ways: A side gig gets them "guap" (slang for money) often helps build that sense of comfort. That is also why Gen Z will obsess endlessly about work-life balance. (psst... they are not good at time management). But they can often be gullible enough to take career advice and financial advice from a peer on TikTok. Knowing that your team member has a thriving second gig that makes money can be life threatening for the employers. Juggling too many things often leads to anxiety and burnout (also called a "menty b", short for mental breakdown). The second job is easier when the role allows for remote/ hybrid work.
https://www.kittl.com/article/80-gen-z-slang-words-and-how-to-use-them
Financial Stability
Gen Z saw their parents lose their jobs during the Great Recession and have witnessed unprecedented wealth disparities. They’ve also seen the rise of the gig economy, know they have the option of quitting their job tomorrow and driving for Uber, and are more comfortable with diversity.
Social media savvy - yes, but not always tech savvy
They are digitally connected and are comfortable with a thriving online group that is diverse. They know how to use filters, reels, stories and live streams for their social posts. They have been exposed to intense social justice movements and engaged in debates about diversity, inclusivity, and environmental sustainability. They are comfortable sharing their views and personal details online. They wear their emotions on their sleeve and on their social networks. Corporate speak is fake and inauthentic and they are unafraid to tell you that.
Having structured training even as they are onboarding into the first week of work would help them understand that what happens IRL (in real life) cannot always to posted online. There are NDAs and legal contracts that need to be followed. #quittok is the act of livestreaming your resignation or even getting laid off. It is GenZ's ways of wanting to be heard and to find camaraderie.
Invest in building their people skills
The shift to online learning and limited in-person opportunities to observe and learn office protocol impacted them. Gen Z employees struggle with soft skills, particularly in areas like communication, negotiation, networking, public speaking, and conflict resolution. This shows up in difficulties with teamwork, adapting to in-person work environments after remote learning, and feeling unprepared for tasks like negotiating salaries and resolving workplace conflicts.
https://www.nsls.org/blog/how-the-pandemic-impacted-gen-z-soft-skills
“Having grown up on screens, they frequently bring lower levels of emotional intelligence than previous youth generations”
Gen Z values strong leadership to guide and support their growth in this area by modelling these skills themselves.
Formal professional development via in-person meetings/conferences, webinars, podcasts, online training, and certification programs are important to Gen Z and the opportunity to advance their education through an organizational platform is key to their willingness to stay with that employer. PwC, Deloitte and KPMG offer training on how to read a room. Some organizations advise Gen Z that they must keep a change of formal clothes and shoes in the office in case that is expected during client meetings.
https://www.shrm.org/topics-tools/news/hr-quarterly/gen-z--beyond-the-stereotypes
Millennial bosses and Gen Z teams
The dynamic of Gen Z team members working with Millennial managers is new for the workplace. Investing in managers to become skill builders is crucial. Equally important is investing in soft skills to foster effective communication, empathy, and adaptability, ensuring a harmonious and productive work environment.
Read more
Seven events that define Gen Z
The Economist feels hopeful about them
https://www.economist.com/leaders/2024/04/18/reasons-to-be-cheerful-about-generation-z
Gen Z is not so savvy about money
This is one of the three episodes. Good one to listen to.
