Managing Gen Z in the Workplace

Gen Z workforce means having to commit to a new style of leadership.

Generation Z's (Gen Z) population is continually growing and will soon be one of the biggest groups in the workplace, but what does this mean for your organisation?

When asked what they value most in a leader, a study found that Gen Z workers prioritise empathy and honesty. Gen Z employees want their managers to be transparent, supportive and respectful of what they have to say. Gen Z also want their workplace to be an environment that is filled with innovation and opportunity, where they can work flexibly and with the latest technology available to them.

In our latest blog, we delve into what you as an employer should consider when managing a Gen Z workforce.

 

Why is the Gen Z workforce so important?

Gen Z refers to anyone born between 1996 and 2010, with the oldest members of the group turning 28 in 2024. they are the largest generation, accounting for nearly a third (32%) of the global population. Gen Z, much like every other generation, comes with their own set of unique experiences and perceptions of the world.

One of the most noticeable characteristics of a Gen Z individual is the relationship they have with technology. By being born into a world already armed with the internet, handheld devices, touchscreens and social media, Gen Z are one of the first generations to be considered "digitally native"

 

Gen Z workplace expectations

The first Gen Z graduates entered the workforce in 2019, and have already set up an exemplar for how the rest of their generation will approach the world of work.

Here are some of the key expectations that Gen Z are bringing to the workplace:

• 96% said that it is important they feel valued, included and empowered in the workplace.

• 80% said they want a job that will allow them to explore and develop new skill sets, rather than focusing on one skill.

• 79% want their manager to care about their personal development as much as their professional development.

• 53% would consider workplace benefits when looking for a new role Gen Z workers would be willing to take a 19% pay cut if it meant that their non-salary needs were met.

• 39% would specifically look for remote working flexibility, with 71% of those in remote or hybrid work saying they would not return to a fully in-person organisation.

• Gen Z employees have high expectations for ESG in organisations. 73% said they would leave an organisation if their business practices were not ethical, with 68% saying they would leave if their organisation was not sustainable, 62% saying because of social differences and 58% due to political differences.

 

Managing Gen Z

Below is what you need to consider when managing Gen Z in your organisation:

 

Take a focus on diversity and inclusion

63% of Gen Z employees believe that it is essential to work with people who come from different educational backgrounds and skill levels. 83% stated that having people from different cultures is one of the most important elements for building a team.

If your team is lacking in diversity, it is time to rethink your hiring process. We suggest working closely with your HR team to create a hiring process that is completely fair and open to workers from all backgrounds. There is so much more you can do to help build community and connections within your teams.

 

Encouraging communication

Although born into the digital age, Gen Z workers value social interaction, with 51% saying they prefer face-to-face communication. By encouraging face-to-face interactions you will be able to keep Gen Z workers more engaged, in turn, creating a culture that fosters team collaboration and communication.

This can be achieved through choosing video calls over voice calls, having regular team meetings and social activities, encouraging managers to check in on employees regularly, and offering feedback and reviews of their performance in the workplace.

 

Give autonomy and ownership

Gen Z workers typically don't want to do the same job for the rest of their life, they are role-hoppers. It is therefore vital to allow your Gen Z employees to learn and grow beyond their current role in the workplace.

Take advantage of your Gen Z employees' independence and self-motivation by trusting them with extra-curricular responsibilities and giving them the opportunity and confidence to share their ideas. Giving tools for independent research and nurturing their interests can encourage both personal and professional development.

 

Offer flexibility

Gen Z entered the working world when remote and hybrid working was widely accepted. Due to this, flexibility within their roles has become an expectation. Gen Z employees. With more than 33% of Gen Z workers looking for flexible working contracts, employers should try to provide as much flexibility as possible for their employees.

 

The importance of creating a positive company culture

With work and home becoming more blurred, Gen Z expect their working lives to feel as positive as their personal lives, they want to feel like they are valued in the workplace and that the connections made with colleagues and managers are as personal as possible.

Creating a positive company culture is a key aspect of motivating Gen Z employees in your organisation. You can do this through a combination of good communication, business transparency and understanding expectations of role progression, salary and benefits.

 

Financial stability and wellness perks

Another characteristic of Gen Z is that they are financially savvy and are in pursuit of security. Gen Z workers will know if their salary and benefits fall below the standard, 70% stated that salary was their top motivator when looking for roles. Gen Z employees are more likely to value benefits such as health insurance and wellness benefits.

Offer your Gen Z employees a competitive salary that includes benefits tailored to their needs, you should be open to negotiation and introducing or exchanging benefits to meet the evolving expectations of your employees.

 

How Heritage PS can help

We believe that recruitment is about more than just filling a job vacancy - it’s about matching the right person with the right opportunity. Our team are dedicated to building long-lasting relationships with both our clients and our candidates, ensuring that we understand your unique needs and preferences.

Hiring the right talent can be a time-consuming and challenging process. Heritage PS Talent Solutions can streamline your recruitment process by handling tasks such as candidate sourcing, screening, and initial interviews. Our expertise and resources can significantly reduce the time and effort required on your end, ensuring a more efficient hiring process.