Understanding Gen Z in the Workplace

Gen Z was born between 1997 and 2012. Because they are adults, these individuals are starting to graduate from high school and college and enter the workforce.

Like the generations before them, Gen Z looks for specific characteristics when deciding which jobs and employers interest them the most. Offering what these job seekers are looking for helps your organization attract and retain them.

Implement these tips to offer what Gen Z is looking for in the workplace.

Provide Values-Based Career Paths

According to The Deloitte Global 2021 Millennial and Gen Z Survey, 49% of respondents said they made employer and career path choices based on a company’s values and ethics. Because Gen Z faces substantial environmental, social, and economic crises, these employees want to work for organizations that make a positive environmental or societal impact.

As a result, your company should support environmental, social, or economic issues that align with your current and potential employees’ values and ethics. This support may take the form of employee support groups (ESGs), engagement in community activities, or offering volunteer time off (VTO). Taking these actions helps attract and retain Gen Z employees.

Offer Flexible Work Arrangements

According to the Deloitte study, Gen Z would prefer to spend more time working in an office setting than working remotely. One of the main reasons is that they had to virtually attend their final college semesters and first days in the workforce.

However, Gen Z prefers to have the ability to work where and when they want. Having remote work options and a flexible schedule provides time to pursue professional and personal fulfillment on their own terms. Popular interests include working from other offices, working from a location an employee wants to live in, or pursuing a graduate degree part-time.

Therefore, your company should prioritize flexibility and adaptability among its workforce. Providing flexibility increases employee engagement, performance, and productivity. It also elevates job satisfaction, employee morale, and retention rates.

Provide Attractive Benefits and Perks

Gen Z prefers benefits and perks that cover the basics, such as health insurance and paid time off. However, these employees also want support for their lifestyle choices.

For instance, because many of these employees have substantial college loans to repay, they may not prioritize saving for retirement. As a result, Gen Z might desire assistance with paying off their student loans. Or, they could want financial planners to help consolidate their loans and show them how to save for emergencies.

Gen Z may desire lifestyle benefits that support physical and mental health. Examples include gym memberships, yoga sessions, and access to meditation apps.

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