Patricia M. Buhler and Nicole Evans offer five keys to becoming Generation Z’s employer of choice. More than 61 million of them born after 1999 are poised to enter the workforce. These are not younger millennials, say the authors comparing the millennial entitlement to Gen Z expectations.
One-size-fits-all career paths won’t appeal to Gen Z. These individuals won’t be accepting the same career path as their coworkers. They seek a more customized career path that fits their specific needs and capitalizes on the experiences they have already gained.
Source: Human Resource Executive, January 15, 2018.
Gen Z has been raised by Gen Xer parents who instilled a healthy understanding of losing in them. Many experienced a parent losing their job due to tough economic times. This mentality and coming of age in the recession have significantly impacted their pragmatic view of the world, their focus on preparation, and the need to be financially cautious.
This outlook has shaped a generation that values hard work and acknowledges the need to invest in their future now. They want to be financially stable and are willing to perform to make this happen.
INSIGHTS: Gen Z values stability that can easily translate to a longer tenure. But, we won’t be able to pigeon hole these people. We must train them, stretch them and teach them problem-solving and soft skills, such as writing and interpersonal skills. They will need help with self-evaluation, professionalism, time management, keeping a positive attitude and maintaining high productivity levels.
The high school class of “born in 2000” graduates in May 2018. Many will go on to college or trade schools. That gives us but a couple of years to retrofit ourselves for a more focused and expectant workforce of the future.