Add your company website/link
to this blog page for only $40 Purchase now!Continue
FutureStarrWhat Gen Z Needs for Career Success
Gen Z, or post-millennial generation, is often mischaracterized as an irresponsible generation lacking any professional aspirations. Yet they're much harder-working and ambitious than many give them credit for. They share many of the same workplace values as millennials, yet are more willing to act upon them more firmly. Companies could gain by listening carefully and responding appropriately. Entry-Level Jobs Gen Zers are entering the workforce and searching for entry-level positions that offer goal-driven work that leads to professional advancement. If the employer or job does not live up to expectations, Gen Zers may move on quickly to another opportunity. Talent acquisition teams should review their hiring and assessment processes to ensure they are recruiting and employing only top candidates for these entry-level roles. Gen Zers are challenging stereotypes of them as lazy, entitled and phone-addicted employees ready to jump ship at the first opportunity - yet many continue to hold that view. Instead, this generation wants to be part of the solution by finding ways to improve both workplace and community performance; as well as taking on complex issues with lasting implications for society. Generation Z members were raised during one of the most volatile economic periods in modern history and as such are highly pragmatic in their thinking and value security and stability above all else. Though they're eager to gain new skills and experiences, Gen Z tends to stay put when companies offer financial security and stability; flexible scheduling arrangements; family benefits (such as childcare or paid leave); breadth of diversity within the workplace and corporate social responsibility policies are among these benefits. Gen Zers are known to be entrepreneurial and long for a sense of ownership in their work environment. They seek exclusive projects that allow them to develop their skills, so organizations should provide these opportunities. Furthermore, when learning is tied directly to career progression 76 percent of Gen Z workers report being more invested in their job. Given how quickly technology changes, many Gen Zers are choosing careers in STEM or finance to ensure they stay ahead of the game. Doing so allows them to hone their technical abilities under mentorship while remaining competitive within their respective industries. Gen Zers prioritize health and wellbeing, so companies must provide health benefits that appeal to them - flexible scheduling arrangements as well as mental and physical wellness benefits like gym membership and free meals are important features that attract this demographic. Furthermore, many are passionate about environmental sustainability so it's vital that companies offer work opportunities in these fields as well. Middle-Level Jobs Generation Z is an adventurous group, looking for new challenges and ways to advance within their careers. They want a break from traditional corporate structures which focus on career advancement, instead favoring self-directed careers that allow them to explore ideas, skills and interests they feel strongly about in pursuit of building something special for themselves. Gen Z may be stereotyped as lazy, entitled and phone-addicted workers looking for their next big payday, yet this young generation takes work seriously and puts savings aside as a priority; employee benefits become paramount; and additional duties help achieve financial goals more easily than before. Gen Z values companies with an open embrace of technology in their workplace tools and systems such as organizational platforms, communication tools, CMS systems and mobile assets - these will all allow Gen Z employees to maximize their efficiency so it's important that companies make sure to make jobs as accessible as possible for them. Not only do millennials desire the latest technologies, but they also expect their hard work to be rewarded through promotions and salary increases. They are used to being recognized for their efforts and expect opportunities to demonstrate what they can do so they can gain more responsibility and a higher salary. Employers should remember that Gen Z workers will leave quickly if they do not offer adequate rewards, so recruiters and supervisors need to remember what it was like at the start of their career when recruiting them. Being open-minded about Gen Z's desires in a company will allow employers to cultivate promising early talent while being the change that Gen Z wants in their workplaces. Senior-Level Jobs Gen Z is willing to move around between jobs if it means finding their ideal one; but they also desire security. Being the latest class to graduate college, many Gen Z members have witnessed older siblings and parents struggling to pay off student debt; additionally they were born into an economically struggling economy and are living through a COVID-19 pandemic which has caused several of their peers to lose jobs. As such, these new workers are wary of investing their lives into companies that may not survive for the long run. They strive to have an impactful presence in society, refusing work that doesn't align with their values and ideals. To retain this generation of talent, businesses should provide learning opportunities that enable employees to explore different types of work and try something different - this will allow them to develop new skills while finding what type of work is most satisfying to them. You can do this through offering flexible schedules, hosting courses and workshops on-site or online and developing rotational programs which give employees opportunities to experience working across various departments for short periods. Generation Zers are also highly concerned with environmental sustainability and seek employment at companies with eco-friendly practices. As such, some of the most in-demand roles today include those within renewable energy and conservation industries - some even offering entry-level positions with only technical or associate degrees required - something Gen Z is attracted to. Like their Millennial predecessors, Gen Zers are highly socially aware and demand their employers support the community through volunteer programs and philanthropic efforts. Furthermore, this generation raised on social media has been at the forefront of equality activism. As such, it is crucial that your workplace promotes an atmosphere in which all employees are treated with the utmost respect and dignity regardless of sex, sexual orientation, religion, or political ideology. Be prepared to provide regular feedback - formal meetings don't need to be necessary - even just quick texts messages or Slack chats will do! Employees will feel supported and engaged with their work when given frequent support via these methods. Executive Jobs Gen Z is passionate about making an impactful contribution to society, and they seek out companies with similar values. Young workers of Gen Z prefer hands-on roles where they can acquire new skills while wearing multiple hats - these young workers may prefer moving between departments or companies if it provides greater opportunity. Accordingly, Gen Zers are best served in companies that embrace startup principles. Many Gen Zers may prefer roles such as product manager or sales specialist that allow them to use their analytical thinking and multidimensional approaches while growing through mentorship relationships and peer learning opportunities. Early career job seekers prefer employers that demonstrate compassion towards diversity, equity and sustainability issues. Gen Z is eager to make a mark in their careers, yet less confident about their financial security and ability to pay back student loans than other generations. This can cause them to feel underutilized in current roles compared to Millennials or Gen X; therefore job satisfaction tends to be lower for Gen Z than for them. Employers will need to focus on providing Gen Z with more financial security and an established career path, along with flexible work arrangements and other benefits that enable them to balance both aspects of their life - work and personal. Employers must also provide more mentoring opportunities for BIPOC early career employees who may experience financial or workplace struggles, so that they have equal access to mentorship and support as they establish themselves in the workforce. This will set them up for long term success while building positive cultures within their organizations.