Between spilling the tea and having a glow-up, the Zoomers have entered the workforce. Typically known as “Gen Z,” this is the generation born between 1997-2012.
While most Gen Z’ers weren’t born with a smartphone in their hands, they have grown up with digital tools at their fingertips. Crucially, they have never known a world without the Internet. This digital native status has huge implications for Gen Z in the workplace, giving them a unique skill set while also causing them to challenge workplace norms.
Here, you will learn what motivates Gen Z and how to support them in becoming top-tier employees who contribute to your business.
Gen Z’s Upbringing and Their Influence on the Workplace
To understand why Gen Z acts the way they do in the workplace, we need to consider the key world events they lived through during their formative years.
- 2008 Recession: From a young age, many Zoomers were raised in an environment of financial insecurity. This may be a contributing factor to their desire to create their own financial stability through side hustles and job hopping for pay raises.
- Online Technology: Gen Z has grown up with rapid technological innovation and owned smartphones from a young age. This means they are able to pick up how to use new technology without too much difficulty. However, unregulated access to excessive media has also resulted in greater mental health challenges than previous generations.
Gen Z became the first generation in the history to go through puberty with a portal in their pockets that called them away from the people nearby and into an alternative universe that was exciting, addictive [and] unstable” — Jonathan Haidt in The Anxious Generation
- COVID-19: Before you get too harsh on Gen Z for struggling with in-person social skills, take a moment to remember that they were stuck in their homes during a formative period of their brain development. Many of them didn’t have the “college experience” they were promised and, when they graduated, were launched into a world of uncertainty. For many, working from home was Gen Z’s first experience of the working world. On the flip side, it has made them more flexible and better equipped to deal with change.
- Climate Change: “Our house is on fire!” A call by Gen Z climate activist Greta Thunberg has resounded in the ears of her peers over the last decade. This heightened environmental awareness influences the kind of companies they are willing to work for.
After pushing through a pandemic into a less-than-ideal post-graduation phase, the pressure was on them to become model candidates for jobs their education hadn’t equipped them for. It’s no surprise that 46% of Gen Zs feel stressed or anxious at work. With the right support, however, their inquisitive nature and natural resourcefulness could transform your company culture for the better.
So, What to Do When Onboarding Gen Z?
Imagine you graduate college only to have your hard-won internship canceled. Or, within six months of your first job, you are let go through no fault of your own. That’s, unfortunately, what happened to half of young Gen Z workers during the pandemic. As a result, many Gen Zs were forced to become resourceful and make a living through freelance work or selling online. While this has made them more self-sufficient, they may have limited in-person work experience, meaning they need more support when they enter a new job.
Here’s how you can create a personalized onboarding experience that will help Gen Z excel in the workplace.
1. Plan a fun first day
Creating a positive first-day experience for new hires, even for remote workers, will set an overall positive tone for their employment. Get the ball rolling by organizing an introductory meeting or video call to welcome new employees and introduce them to the team. Show them around the building and get them plugged in by setting them up with all the technology and onboarding materials they need.
2. Use a combination of digital and in-person tools
Since Gen Zs are known for being digital natives, it’s natural to assume they expect high-quality digital onboarding elements to be present during their onboarding process, right? Well, not quite, their main communication preference is, in fact, in person!
Make sure to use a combination of e-learning platforms, in-person training, and mentorship so that the onboarding process feels dynamic and has a human connection. Also, note that just because Gen Z employees are typically good at tech doesn’t mean they came out of the womb knowing how to code. Advanced and niche software needs to be taught to Gen Zs, the same as it does to any new employees.
3. Set clear expectations and goals
Setting clear milestones and assigning realistic first tasks will help new hires (regardless of what age they are) feel more confident contributing in their roles. The best way to do this? Provide them with a checklist they can work through independently while feeling supported by a structure.
4. Assign a mentor
One of the best things you can do for new hires is to assign them a mentor to lead them through a personalized learning path. When they build a relationship with a trusted senior employee, it will help them to:
- Get to grips with the workplace culture faster
- Provide an avenue for them to ask questions
- Learn key soft skills such as communication and leadership skills
With a mentroing platform like MentorcliQ, you can provide training for mentors, match them up with the right mentees, and seamlessly track the onboarding process.
What Do Gen Z Value in the Workplace? (And Misperceptions)
Even with a solid onboarding plan, you may still be worried about generational clashes. After all, 74% of managers say they find Gen Z difficult to work with. Let’s get into some of the reasons, with solutions for what you can do about it.
Previous generations are quick to call new Gen Z employees lazy, entitled, and lacking motivation.
But it turns out that everyone thinks of younger generations this way—and has done for centuries. Commenting on Hellenistic attitudes towards younger generations, Kenneth John Freeman writes in his 1907 dissertation that younger generations were perceived to have:
“…bad manners, contempt for authority, disrespect [for] elders, and a love for chatter in place of exercise.”
Sure, some Gen Zers might be lazy and entitled, but so are some Boomers, Gen Xers, and Millenials. And, according to the research, Gen Z as a whole doesn’t have a bad work ethic, just a different one. Here’s how to manage them.
Work-life balance
Misperceived as: Laziness
Is Gen Z lazy or just conserving energy? Unlike previous generations, Gen Z is less likely to be willing to sacrifice their personal health for the sake of career advancement. Having watched the Millennial “burnout generation,” Zoomers are more likely to take self-care seriously. This doesn’t make them lazy; it makes them marathon runners, taking a slow and steady approach that will allow them to keep going in the long run.
What Employers Can Do: Respect their need to disconnect and rest outside of working hours while communicating the career development benefits of going above and beyond on occasion.
Autonomy
Misperceived as: Entitlement, lack of respect for authority
No one likes a micro-manager, but Gen Z places particular value on the freedom to make decisions with autonomy. They are used to seeking out information and resources by themselves and finding creative solutions to problems. As a result, Zoomers are more resistant to hierarchical workplace structures.
What Employers Can Do: Explain clearly why things are done the way they are (don’t assume they will know!) while allowing them the independence to use their creativity and proactivity to search out answers on their own.
Transparency
Misperceived as: Rudeness, entitlement
Gen Z prefers companies that are transparent about their decisions and structures. And, annoyingly for managers, they aren’t afraid to call out bad practices! Though they have a reputation for not staying in the same job for more than a couple of years, Zoomers don’t have a problem committing to companies that they feel they can trust and with whom their values align.
What Employers Can Do: Assign new hires a mentor who can answer any questions in a non-judgmental space and point them in the right direction for any information they need to access.
Empathy
Misperceived as: Oversensitivity
Young Americans are displaying higher levels of empathy than before. Gen Zers value open discussions about mental health, inclusivity, and emotional well-being, among many others. This, however, is sometimes misinterpreted as oversensitivity, especially in workplaces that prioritize a more traditional, stoic approach to professionalism.
Gen Z’s desire for psychological safety and meaningful connections stems from a deep-rooted need for belonging—something particularly significant given that 79% of adults aged 18 to 24 report feeling lonely, compared to just 41% of seniors aged 66 and older*.
What Employers Can Do: Foster an environment where Gen Z employees feel heard and supported. Employee resource groups (ERGs) can do just that, offering a space where Gen Zers can connect, share experiences, and cultivate a sense of community and belonging in the workplace.
Authenticity
Misperceived as: Unprofessionalism
Gen Z values authenticity and, as a result, doesn’t appreciate being forced to “act like something they’re not.” They are more likely to act like themselves in the workplace, which may result in them being labeled “unprofessional.”
What Employers Can Do: Leverage mentorship programs for Gen Z to equip new hires with professional communication skills and office etiquette.
Flexibility
Misperceived as: Lack of commitment
Gen Z is nimble out of necessity. When the most foolproof way to gain pay raises and promotions is through job hopping, it’s no wonder Gen Z are less committed to staying in the same job for more than a couple of years at a time.
What Employers Can Do: Offer perks such as health insurance and work-from-home (WFH) opportunities, as well as providing clear communication and regular check-ins to help new hires reach career goals.
Onboarding Exactly On Point With MentorcliQ
A well-thought-out mentorship program is one of the best ways to bridge the Gen Z soft skills gap, track KPIs, and measure career progression. While many companies might shy away from the investment, the industries that go for it will reap great rewards from capitalizing on Gen Z’s diversity and entrepreneurial spirit. All they need is some support to understand the assignment.
Ready to slay? Book a free demo with MentorcliQ today.
