The workplace is undergoing a significant transformation as Generation Z (born between 1990 and 2010), enters the world of work. With their unique experiences, values and expectations, Generation Z brings a fresh perspective and challenges traditional workplace norms. In this new blog, we will discover how organizations can successfully integrate Generation Z employees and harness their potential for greater organizational performance.

Gen Z at work

Collaboration and teamwork, the cornerstones of Generation Z

The younger generation at workplace grew up in a highly connected world where collaboration and teamwork are essential. These employees thrive in environments that foster collaboration and allow them to bring their unique perspectives to everyday problems and issues. To harness the highly collaborative potential of Generation Z, organizations must foster collaboration within teams, as well as cross-departmental collaboration, and provide tools and platforms that facilitate communication and provide the opportunity to share new ideas.

With the aforementioned company philosophy, we will be able to promote a positive team climate, which not only affects the members of Generation Z, but can also have an impact on the entire company. In the study, from the "Mid the gap" section of McKinsey, it has been found that: a positive team climate is the most important factor in determining the performance of a team. Therefore, affirming that co-workers play a vital role in balancing our personal and professional lives, increasing happiness, engagement, and job satisfaction.

Points to develop: leadership & mentoring gen z

As Generation Z enters the workforce, organizations must focus on developing effective leaders who can understand and inspire this generation. Over time, the effectiveness of traditional mentoring programmes and reverse mentoring, where younger employees guide more experienced leaders to understand the values of Generation Z, has also been seen. This practice can help us to bridge generation gaps and encourage mutual learning.

Globally, for all employees, more than half of engagement has been found to come from non-financial benefits and recognition. When it comes to recognition, Generation Z ranks as the generation that needs it most: a Gallup poll found that nearly four in ten young workers crave praise from bosses (both formal and informal) at least a couple of times a week. It's not (just) a matter of ego; new young workers often use compliments as a roadmap to do more of what they are doing well.

However, it should not be forgotten that mentoring programmes require more work and effort if they are done in remote working circumstances. In such situations, it is important to generate and reserve spaces “artificially” for those encounters that in a non-remote situation would arise “naturally” (e.g. breakfast or coffee conversations).

At Luxe Talent, for example, the team is spread throughout the EU, so every few months the teams do joint activities and meet in one city. And once a year, the whole company gets together in a workshop for team building activities, strategic planning and goal alignment.

Working structures? They must be flexible and agile

The COVID-19 pandemic accelerated the adoption of remote working, a trend that is strongly identified with Generation Z. This group of workers seeks flexibility and work-life balance, valuing autonomy and the ability to work from anywhere. This group of workers seeks flexibility and work-life balance, valuing autonomy and the ability to work from anywhere. Organizations that adopt flexible work structures and offer remote work options will attract Gen Z talent and benefit from their ability to adapt quickly to change.

Learning, continuous growth and internal mobility

Another key defining aspect of Generation Z is a preference for continuous learning and development. Generation Z employees value organizations that offer a clear path for growth and provide opportunities for continuous training. A culture of continuous learning, where feedback and mentoring are readily available, will be more attractive to Generation Z, sometimes even prioritizing job offers from companies that follow this philosophy over others.

In relation to continued growth, we come to the question that many companies have about this generation: their loyalty. A recent Microsoft survey found that 52% of Generation Z employees working at Microsoft were considering leaving their jobs, but it also found that 73% of those employees would consider staying with the company if it were easier to change roles internally. It is for these same reasons that Generation Z is attracted to companies that implement upskilling and reskilling programmes that empower current employees and allow them to transition to new jobs with new responsibilities.

Not to be missed: Diversity and inclusion of Generation Z in the workplace.

Finally, it should be noted that Generation Z is the most diverse generation yet and values inclusion and diversity in all aspects of life, including the workplace. We must stress the importance of creating an inclusive work environment that embraces and celebrates diversity. Organizations that prioritize diversity, equity, and inclusion initiatives will not only attract Gen Z talent, but also foster a sense of belonging and collective success. Likewise, Generation Z is always looking for organizations with values that align with their own.

Tips for managing talent

Generation Z is reshaping the workplace with its digital savvy, pursuit of purpose and commitment to growth, diversity, and collaboration. Organizations that adapt to the unique needs and expectations of Generation Z employees will unlock their potential and promote innovation and success. By embracing:

• The technology
• Providing meaningful work
• Encourage continuous learning
• Embracing flexibility
• Promote diversity and inclusion
• Encourage collaboration

Organizations will be able to build thriving work teams and meet the expectations of Generation Z.

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