The arrival of every new generation leaves previous generations puzzled. Generation Z, born between 1997 and 2010 and currently entering the job market, is no exception to this rule. Classically, these young recruits present new expectations and new ways of approaching the employer-employee relationship. According to research conducted by Andrei Adam, a specialist in talent management, three salient elements stand out among members of Generation Z:

- A stronger need for flexibility in organizing one’s own work.

- The search for a workplace that is also a place to socialize: an expectation that can be found among all employees since the Covid crisis, but one that appears to be particularly marked among the young generation.

- The need to develop in one’s professional day-to-day. With Generation Z, there is no longer any question of long-term commitment to one’s employer. Young people see their current position first and foremost as a springboard to the next ones. Faced with this expectation, an employer can only benefit from taking its employees’ plans into account and making itself a fruitful and stimulating step within them. Do you want to attract the talents of Generation Z? Make sure you offer them personalized support to develop their employability: development coach, mentoring program, ongoing training, etc.

Source: 3 ways to retain your Gen Z employee, Andrei Adam, TEDxMcGill, YouTube, August 2023.