How to work with Z-employees

Generation Z was born from 1995 to 2010, and they are still perceived by children. However, the senior representatives of the generation are already 24 years old, and literally in a year the Gen Z will make up a quarter of the workforce in the world. Z employees don't dream about a career, but money and on-the-job training are important to them. How to keep Generation Z and grow talent from its representatives - that's what leaders are interested in today.

Who are they - generation Z

Generation Z is the most ambitious to safety and stability. They were born and matured during economic crises and terrorist attacks, daily reports of scandals and disasters. This determined their desire to avoid risks. They save, eat wisely and give up bad habits. They are children, but often look older and more judicious than their parents of the generation X. They are much more pragmatic and much more technology-bound than the idealists of the generation X.

Due to the love of security, the Gen Z are like their grandparents - the Baby Boomer generation for whom job stability is crucial. Companies could simply promise lifetime contracts and pensions to earn their loyalty. Everything is different speaking about the Z generation, the security is as important as entrepreneurship for them.

Employers have already complained that the new generation of graduates in 2013 lacked professionalism and the ethics associated with it. But there are also positive aspects: the Gen Z no longer want to get a job, but to run their own business. More than 60% of respondents say this, and two-thirds plan to earn a hobby. At first sight, entrepreneurship seems to be a problem for employers. However, it can also be used for the benefit of the company - to attract such employees to the project work, pay differentially depending on the result and use their unique skills.

The undeniable advantage of the Z generation is its technology striving. They did not know the world before the Internet, so for them the virtual and real world are inseparable. They are well versed in technology, keep track of new products and innovations. It will not be a problem for them to master a new technique or program, to simplify work through partial automation. However, they are not geeks in their closed world. Unlike previous generations, they prefer live communication, in other cases - video communication, while their parents prefer emails and messages in instant messengers.

“Young people trust corporations and state authorities more, and small businesses and freelancers are less interested to them.”

The Gen Z are multi-tasking - they can watch TV, work on the desktop and text on the smartphone at the same time. And they can use not two screens, like the older generation, but five at once. However, how much this helps or distracts the execution of the work remains to be assessed in the future. In any case, today 11% of representatives of generation Z have attention deficit and hyperactivity disorder. But restrictions to social networks and checking how they spend their time is pointless. Bans are unlikely to improve discipline, and the Gen Z will definitely perceive them as a violation of personal rights.

How to attract generation Z

It’s not so easy for recruiters to attract Generation Z. Young people trust corporations and state authorities more, and small businesses and freelancers are less interested to them. The Gen Z believe that large companies and the government make more money, it’s easier to build a career and they generally understand where they will be in five years. According to the Gen Z, the income from working in a small business is not much different from freelance, and it’s easier to plan a life or take additional training when working for yourself, and not in a small company. Most likely, Z-job seekers will prefer to become freelancers than go to work in a small business.

However, corporations are not easy to get the Gen Z. They are not affected by big company names or high salaries. Z candidates are looking at the public role of business. They choose socially responsible companies - those that create new jobs, improve the quality of life of staff, preserve the environment and, in general, have a positive effect on the world. If the employer cannot boast of a socially oriented policy, then it will be considered last.

“Two out of five Z-candidates are looking for work through family and friends, and not through career sites”

Try to understand what is valuable to the Gen Z to offer attractive working conditions. Money and flexibility are important to them. They want to earn a lot and receive not a fixed salary, but a reward depending on the results. However, they are not ready to become workaholics who work until late and seven days a week. Z-employees prefer to maintain a balance between career and personal life and independently choose how many hours they work. A third of millennials systematically "burn out" at work, the next generation will not put up with this.

Separate challenge - search for job seekers. Two out of five Z candidates seek work through family and friends, rather than through career sites. It is more advisable for a recruiter to turn to employees with a request to recommend young specialists for a vacancy than to try to find them in traditional ways. In the case of the Gen Z, word of mouth works best, so create a network of young people and their friends who will become ambassadors of the company and will attract job seekers.

How to work with Z-employees

When hiring the Gen Z, do not drop them to the avant-garde because they need an experienced mentor. Young people expect the first employer to train their work skills. Perhaps they count on introductory training and mentoring at each new job. Find an experienced employee who will take patronage over them, will help not only deal with responsibilities, but also establish cooperation within the team. Do not stop there - create coaching programs and conduct trainings - the Gen Z are ready to learn further and increase their skills.

Generation Z is used to consume snack media and chat. Their brain has evolved differently - it can process more information and faster, but is not able to hold attention for a long time. Therefore, Z employees need precise, short instructions to complete the job. Do not tell the story of the project for a long time, but briefly outline what the employee should do. Sketch a diagram or show an example from a similar project.

Remember that the younger generation breaks records in assessments of anxiety and loneliness. The Gen Z prefer live chat, so whenever possible give assignments in person at a meeting or during a video call (72% of respondents want to talk face to face with the employer). This will strengthen the relationship with the employee and demonstrate his importance in the company. But it will not be superfluous to duplicate the order with the text in the messenger. According to Sparks & honey estimates, on average, the Gen Z are able to focus for about 8 seconds, so it is likely that they will quickly forget what the manager said.

On average, a representative of Generation Z spends half a day in online games, so implement gamification. Hold competitions and contests among employees to stimulate healthy competition and satisfy their need for games. Be sure to award participating, at least symbolic prizes. This will motivate the Gen Z and increase their loyalty to the company.

Appreciate their skills and contribution to the common goal. More than half of 2017 graduates do not intend to change their employer if their knowledge is in demand, and they bring benefits. They plan to work in such organizations for at least three years. At the same time, the proportion of graduates who feel that they are not doing their best at work is growing, because companies ignore their competencies. Give complex projects to Gen Z, use their potential to the maximum in order to unleash the talent of a young specialist and keep him/her at least 5 years.

Each generation has its own values ​​and motivation. These differences must be considered when designing a hiring and retention strategy. If you do not adapt the corporate culture and work rules for the new generation, there is a chance to miss it and stay with a staff of mature specialists whose career is coming to its end. However, it is not they who will cope with the challenges of the 21st century, but the younger generation. But how will you find and keep young talents, if you do not understand how to interact with them.