FEATURE CREATING THE GLUE
Generation Z is all about finding the right fit. It’s a generation that wants workspaces to embrace agility and flexible working; where the environment reflects its values, says Cyril Parsons, Co-founder and MD of Office Principles.
There’s a new tribe entering the workplace.
Generation Z has a different work ethic from the generations who’ve passed before and its members are pretty particular. They want to go where there’s the best work life balance. They’re all about the experience and they want a level of connectivity that makes them feel a part of their new environment, giving them a sense of belonging.
Those 23 years of age and under believe in cultivating happiness by going with what suits rather than chasing the salary and trying to get on the property ladder. They want a good standard of living that isn’t necessarily monetary-based, measuring less by possessions and more by experiences.
For Generation Z, that good standard of living involves a good standard of working - and the new breed doesn’t do nine to five. They want jobs with less boundaries and restrictions where you can pick your working hours to suit your lifestyle.
“They’re looking for fulfillment; somewhere that will help them to develop a sense of status; a workplace where they will belong.”
That’s not to say they don’t mind always being ‘on’ - easy access to fast technology does, in fact, encourage that constant connection. It just means that, if the lines are being blurred and boundaries are being crossed, they want the work environment to step up and meet their expectations. In short, they want to be wowed.
Last in We’ve now moved on from millennials (or Generation Y, as this group is also known) and are shifting along the line to welcome and integrate the latest ‘newbies’ into the workplace. As the group who paved the way for Generation Z, the millennials fought hard for flexible working; the right to take full parental leave (for both mums and dads) and to work from home when the occasion suited. Their pushing against rigid boundaries and embracing of technology has enabled the next lot in to come armed with expectations.
Next up And so Generation Z, those born after 1996, has now officially graduated.
44 | TOMORROW’S FM
The only generation to be brought up with a backdrop of social media and a landscape of high technology, this generation is a lot more savvy and grounded than those who have passed before. They don’t expect to stay in the same job for long.
“Generation Z want a good standard of living that isn’t necessarily monetary-based,
measuring less by possessions and more by experiences.”
It’s a collective that will move on if the fit doesn’t feel right and they’re dissatisfied, which means that there are a few quick, general rules of engagement worth considering in order to ensure they stick around:
Communication ‘Gen Zers’ communicate in a different way. Shorter and snappier, no surprise then that their preferred mode of communication is instant messaging and Snapchat. They’ll text but they don’t really do email, so the first rule of engagement is to recognize their usual method of communication and take the time to gently steer them, versing them in the typical tools that have been adopted in your work environment. Ideally, meet them halfway and be prepared to embrace their methods as well as introducing them to your own.
Learning Equally, be ready to learn from this new tribe now entering your workspace. They will likely have a better understanding of technology and will come armed with new skillsets such as coding and a knowledge of the intricacies of all social media platforms that are, apparently, limitless. This is a great business benefit, so get set to utilise these different skillsets and knowledge and learn from the youngest members of your team.
Match This is a generation that wants to succeed. Matching them with the right job is the best way to ensure success for both employers and employees and to keep Gen Zers engaged.
Thanks to social media, this age group has raised expectations and it’s important to them that they feel at one with the work they are doing; they have to see the value. Given that, if it’s not working out for them in their initial roles, move them around and see where they work best.
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