Generation Z: What to expect?
Generation Z, born in the years 1990-2000, is now arriving on the job market. Beyond prejudice, how can you take the specific characteristics of these young employees into account and successfully integrate them into your business?
Generation Z—born in the years 1990-2000—is starting to enter the working world. Integrating the members of this generation—known as the “Millennials” for being born near the dawn of the new millennium—is not without difficulty. One logistics platform manager, for example, had to invent a points system to make sure that his young subordinates arrived on time—a problem he had never previously encountered to that extent. Another manager was irked at being contradicted by a new recruit in front of his team and direct superior. A senior official regrets: “They don’t have any respect for authority, unless they think you can help them in their career.” Is this a generational gap issue or do young people simply have a problem adapting to the demands of the working world? How does this generation differ from its predecessors? Why does it provoke so many irritated reactions in the workplace?
To answer these questions, the authors of What Millennials Want from Work conducted a study of 25,000 Millennials in 22 countries. The objective was to identify who these Millennials really are and to understand how to help them successfully enter the workforce. A first observation shows that this generation, exposed to diversity and the whole world from a very tender age, is fairly homogeneous from one country to another. The newest generation also seems to be much more complex and rich than appears on the surface. Do young people seem disengaged? It actually turns out that they want motivating work that offers development opportunities and lets them make an impact on society. They want to be autonomous, recognized and able to benefit from flexibility in organizing their time. Who wouldn't subscribe to such demands? Indeed, preceding generations share the same legitimate expectations.
The apparent paradoxes specific to the new generation certainly pose a true integration challenge. But some inherent features of this generation turn out to be key drivers that can facilitate necessary business transformation. Generation Z has assets that it doesn’t always know how to put to good use. How can you help your youngest employees make the most of these assets?
In this synopsis:
- Recruit the millennial generation
- Capitalize on the assets of generation Z
- Successfully integrate generation Z
SubscriberSign in
to download
the synopse (8 p.)
VisitorI want to buy
this synopsis (8 p.)
VisitorI want
to subscribe
See also
Dare talk about prejudices
To manage diversity effectively, it is necessary to dispel the taboo that often surrounds prejudices. How can we identify them and counter their harmful effects?
