19 Jun 5 Ways You Can Expect Gen Zers To Impact Your Company (And How You Can Impact Them)
Just as you got used to embracing and engaging Millennials, the latest workforce, Gen Z, is changing the game yet again. It’s a common misconception that members of Gen Z are merely younger versions of Millennials.
In reality, they’re even more tech-savvy, and they’re hungrier and more demanding of leaders and companies. More importantly, they’re expected to make up 20% of the U.S. workforce within the next two years.
It’s time to realize that Gen Z, not winter, is coming. You need to know how this group is going to impact your company in the near future. With that in mind, here are five ways that Gen Z will influence your business — and what you can do to lead them to success.
2. Rethink your approach to recruiting.
Gen Z is a unique and diverse group. It’s known for doing research, particularly on social media and other peer-driven networks, before purchasing a product or service. That means the way you recruit them will have to completely change.
“Organizations can’t expect to recruit by the old means and attract this generation with old policies,” write Patricia M. Buhler and Nicole Evans write on HR Executive. “Organizations must be flexible and creative to successfully recruit Gen Z employees.”
What does this mean for your company? For starters, if you want to attract top Gen Z talent, you’re going to need to post openings online, as well as maintain a consistent digital presence — 70% of prospective employees read company reviews on sites like Glassdoor. You need to highlight your culture, purpose, and opportunities for development. One way to do this is by sharing behind-the-scenes footage of your team solving a problem or volunteering.
Additionally, you need to make the application process frictionless. Candidates should be able to quickly apply for a job and upload a résumé directly from their phone. You may want to embrace technologies like artificial intelligence and machine learning to assist in the recruiting process.
3. Schedule frequent face-to-face time.
“As employees, Gen Z’ers want frequent interactions with supervisors and organizational leaders,” explains Janice Gassam in a piece for Forbes. “They value regular feedback about their performance, and contrary to popular perceptions, this group values face-to-face interactions.”
I’ve found, as a leader, that an effective way to achieve this is by changing the “I don’t have time” mentality. I understand that you have a lot on your plate. But take a look at your calendar: No matter how busy you are, I bet you can spare five minutes here and there to meet individually with members of your team. During these chats, you could ask what you can do to improve their performance and productivity. You could also talk about their interests, both inside and outside the office — really get to know them. They may want to pick your brain on everything from finances to long-term career planning.
Also, schedule times for your teammates to mingle and collaborate on projects together. This could center on having lunch together, even if it’s just once a month to celebrate milestones as a team. Other options could include taking a development course together or brainstorming ways for your company to become more socially responsible.