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In the dance of generations at work, the voice of Z now includes Gen Z. Over the next decade, they will likely be the fastest-growing generation in the workforce. To attract this emerging talent, employers should consider the key elements that Gen Z is looking for in a job.
AND recent research The list of 11,495 high-achieving highschool, college and university students in the United States reveals the preferences, attitudes and goals of the next generation of staff.
The three most important professional motivations of Generation Z
1. Entrepreneurial culture
Generation Z is extremely enterprising, 60% express the desire to start out their very own business. Leaders must create an entrepreneurial culture that fosters innovation, creativity and risk-taking.
Encourage Gen Z employees to find and develop their ideas by providing them with opportunities to guide projects and initiatives. Create an environment that encourages experimentation and learning from mistakes. By supporting an entrepreneurial culture, leaders can harness the entrepreneurial spirit of Generation Z, capitalizing on their revolutionary ideas and driving organizational growth.
2. Personalization and individuality
Generation Z crave personalization and need to showcase their authentic selves at work. 92% of Generation Z prefer to personalize their workplace. Leaders should value individuality and create a flexible environment that permits for personal expression and adaptation.
Give Gen Z employees the freedom to make a decision how, where, when and what they work on. Encourage diverse perspectives and opinions, valuing the unique contributions each person brings to the discussion. By embracing personalization and individuality, leaders can foster a sense of ownership and power among Generation Z employees.
3. Social impact and purpose
Generation Z is deeply passionate about making a positive impact on society. 76% of Generation Z prioritize working in organizations that are consistent with their values. Leaders must incorporate social impact and purpose into their mission and organizational values. Clearly communicate the organization’s commitment to social responsibility and highlight initiatives that contribute to the greater good.
Provide Gen Z employees with opportunities to interact in volunteering, community service or sustainability projects. By integrating social influence into the workplace, leaders can attract and retain Gen Z talent who are motivated by a desire to create a meaningful difference.
Understanding and adapting to the expectations of Generation Z is crucial for leaders who need to build successful organizations in the future. By cultivating an entrepreneurial culture that embraces innovation, encourages personalization and individuality, and embraces impact and social purpose, leaders can expect to draw, engage and retain Generation Z.
Understanding the aspects that influence Gen Z’s careers is part of successfully attracting and engaging latest talent. The second part is understanding what aspects they consider when working for an employer.
According to a different recent research of 14,483 Gen Z respondents in 44 countries, these are the predominant reasons why Gen Z chooses an employer.
The 4 most important reasons why Generation Z decides to work in a company
1. Good work-life balance
When it comes to picking an employer, work-life balance is the most important thing for Generation Z. This generation has grown up in a world of hyperlinks, witnessing the potential downsides of an “always-on” culture. They prioritize their well-being and seek employers who understand the importance of maintaining a healthy work-life balance. Generation Z wants flexibility, autonomy and the opportunity to pursue their passions outside of work.
To attract Gen Z talent, corporations must prioritize work-life balance initiatives that foster harmonious integration of personal and professional lives.
2. Opportunities for learning and development
Generation Z is a generation that values continuous development, looking for opportunities to accumulate latest skills, expand knowledge and develop their careers. They give priority to employers who invest in their professional development and provide a clear path to advancement.
To attract and retain Gen Z talent, corporations must prioritize learning and development initiatives that align with their aspirations and support a culture of growth.
3. High salary or financial advantages
Generation Z cites the cost of living as the most important social problem, next to unemployment and climate change. It’s no wonder that pay is the most important factor when selecting an employer. As they enter the workforce, Generation Z faces economic pressures and desires financial stability. They are looking for employers who offer competitive salary packages and financial incentives.
Companies must embrace Gen Z’s financial aspirations and provide opportunities for financial growth if they need to secure next-generation talent.
4. Positive work culture
Gen Z seeks an inclusive, collaborative and supportive environment where they can develop each personally and professionally. Gen Z values a workplace culture that fosters strong relationships, encourages open communication, and promotes a sense of belonging.
By setting priorities and fostering a culture of appreciation and recognition, leaders can create an environment that aligns with Gen Z’s aspirations and values.
Gen Z is here, able to make its mark on the world of work, and corporations must adapt to successfully attract and engage this generation. By understanding Gen Z’s profession motivations and why they choose an employer, corporations can create workplaces that encourage and retain Gen Z talent.