Welp MagazinePeople born after 1996 comprise Generation Z and the percentage of Gen Zs in the global workforce is expected to reach 30% by 2030. Gen z workers strive for better pay, equality, diversity efforts and job flexibility. 72% of gen z workers claim to have left or consider leaving their job to not have a flexible workplace policy.
Here are some other characteristics that Gen Z workers seek.
A Healthy Work Environment
Gen Z workers favour organisations that prioritise their employees’ mental and physical well-being over their productivity. The American Psychological Association ranks Generation Z as the most stressed-out generation. Workplaces are adapting to Gen Z workers’ needs by providing hybrid remote/in-person schedules, enabling employees to take mental health days, and instituting four-day workweeks.
They need a balance between their professional and personal lives. After they log out for the day, they are unlikely to check their emails or Slack channels unless there is an emergency. Employers who are flexible and respect these boundaries are more likely to attract and retain Gen Z talent. They might even gain a similar mindset and alter their working habits.
A Sense of Belonging
Generation Z has grown up with the internet and understands the value of building relationships through online communication, especially in the age of remote work. They want to be linked to the people they spend most of their days working and problem-solving.
Employers can help foster these linkages by organising team-wide activities and enforcing strong business values. Efforts to foster true, healthy bonds among employees can be just as vital as the work they accomplish.
Practising The Principles of Innovation and Entrepreneurship
Even if they aren’t working for a startup, Gen Z workers want to work for a company that values entrepreneurship and innovation. They desire to get away from tough chores and obligations and instead focus on learning new talents and carrying out several jobs.
Because many of them are new to the profession and are still figuring out their particular skill sets and interests, they want to work for companies that value multidimensionality, experimentation, and a hands-on approach. They want to have control over their careers and seek companies that allow them to express their interests and provide them with possibilities that match.
How Can a Performance Management Software Help an Employer?
Reading the expectations mentioned above of Gen Z workers from an organisation, the question comes to how an employer may recognise and address these issues.
A performance management system is a solution. As a business owner, information is a powerful tool, and performance management software may help managers understand more about their workforce.
Knowing what employees may and cannot do is critical to maintaining a productive company. While observing them perform regularly provides some insight, it does not provide the entire picture.
Managers can use performance management software to highlight critical data points to understand their employees’ strengths and limitations better, which will help provide significant value to the company when implemented appropriately.
Conclusion
The impact of Gen Z workers entering the world stage will be quick and deep, with repercussions reverberating across the workplace, retail consumption, technology, politics, and society.
Employers believe Gen Z will expect greater customisation in their professional progression. A different mindset will require firms to recruit and keep the best and brightest of the age.
To attract Gen Z workers, companies must create effective training and leadership programs with a real and tangible emphasis on diversity and flexibility.
