Gen-Z (born late 1990s to early 2010s) is poised to overtake Baby Boomers in the full-time workforce by the end of 2024. As with most newer generations entering the workforce, Gen-Z thinks differently and has different values shaped by their lived experiences. Being the most diverse generation of all time by race, gender and sexual identity and neurodiversity, they are poised to shift workplace norms as they surpass Baby Boomers in representation.
While people are individuals and don’t strictly adhere to a set of generational norms, in general, Gen-Zers are not afraid to advocate for work-life boundaries or speak up about social issues, and they value stability, meaningful work and mental health. Shaped by the pandemic, terrorism, mass shootings and climate change, they have strong convictions about corporate social responsibility. Given their lived experiences, they are much more likely to appreciate diversity and inclusion and demand it of their employers.
As this power shifts, corporate America is struggling to successfully integrate Gen-Z candidates into the workforce. Different from past generations that lacked the power and choices to speak up and challenge traditional norms, Gen-Z is more likely to change corporate norms than the other way around. According to a survey by resumebuilder.com, three in 10 hiring managers admitted to avoiding hiring Gen-Z candidates due to perceived negative traits such as entitlement and lack of professionalism.
Challenges Engaging Gen-Z
The aforementioned survey found that the concerns from leaders about the readiness and suitability of Gen-Z individuals for the workforce included:
- They exhibit entitlement (60%)
- They don’t dress appropriately (58%)
- They struggle with eye contact (57%)
- They ask for too much money (42%)
- They lack communication skills (39%)
- They don’t seem engaged (33%)
- They are too difficult to manage (26%)
While angst and resentment are not uncommon as each generation passes the baton to the next, what’s unique with this passing of the torch is that Gen-Z has power. Their sheer size, a tight labor market and a mass exodus of retiring Baby Boomers will create more opportunities for them to influence corporate America. Because they are the most diverse generation of all time, they value inclusion and will demand it in the workplace.
Ideas to Engage Gen-Z
Considering the perceived barriers of entitlement, lack of professionalism and communication styles, there are ways to meet Gen-Z where they are. Bridging the gap requires leaders to be flexible and curious, rather than judgmental and authoritarian.
For leaders who want to better engage the next generation, consider:
- Facilitating intergenerational learning programs where all generations can share their perspectives and values respectfully
- Asking for clarity about work-life balance and what support looks like before assuming work hours and setting
- Empowering leaders to set healthy work-life boundaries to model what workplace norms look like for the team
- Speaking up about social issues, like climate change, women’s issues or racial justice, that matter to the organization
- Shifting workplace norms around professionalism to better reflect updated social norms for younger generations
As Gen-Z prepares to enter the full-time workforce in significant numbers, it’s essential for employers to understand and adapt to their unique needs and values. By embracing inclusivity, flexibility and social responsibility, organizations can effectively engage and empower the next generation of workers, driving success and innovation in the years to come.