In an organization ?? 

Gen Z workforce, A challenge or A Strength

Introduction

Generation Z is the individuals born between 1995-2012. This generation grew up in a situation where the world was opened for a rise of heavy digital technology, social media and strong internet connectivity.

When compared to Gen Y, the Gen Z differs with some own characteristics

·       Digital natives _Unlike the other previous generations, Gen Z born in a technically developed environment and  The smartphones, social media, internet were parts of their own life from the birth.

·       Social media influence_ Gen Z used to social medias when they were in young children and popular platforms like TikTok, Facebook, Instagram play a mail role in their lives. Their fashion, education, career everything have been influenced by social media.

·       Global perspective _ Due to the close touch of internet and web sources, they are strongly globally connected & Gen Z has a broad understanding of global issues such as climate changes, social justice, diversity etc

·       Value-Driven Consumers_ Gen Z usually be social conscious, brand favored, environment sustainability, ethical practices.

·       Financial Awareness & Caution _ The Gen Z has faced some major financial crisis like 2008 world economic drop. Hence, they have a good financial literacy and have an interest in investing in young ages

·       High Level Of Anxiety And Depression _ Due to high influence of social media, online digital games,  Less contact of physical relationships, tight schedules of education & competition, Gen Zers experiences a high level of anxiety and depression

·       Risk of Burnout _ Generation Z individuals often face pressures to succeed in career and education. This some times can lead to burnout

·       Unrealistic Expectations for Work-Life Balance _ They usually expect more freedom to enjoy the life and their desire doe not match with organizational culture and work-life balance. It causes for unsatisfaction of the job.

Since Gen Z individuals have unique values, expectations, work styles which are really different than the other previous generations, the organizations must pay special attention on Gen Z workers in their HRM activities.

The Challenges Of Adapting Gen Z To The Organization

Due to the different expectations and lifestyles of Gen Z, the organization have to face some challenges when managing the Gen Z workforce together with the other generations.

·       High expectation of technology _ They have grown up with advance high technology and they expect the modern technological equipment that has same level of efficiency and the features powered by the latest technology. It makes an extra cost for the organization and makes a gap between other workers. As well, the lack of expected digital tools, causes their performance, expectations and potential.

·       Desire for immediate feedback _ The Gen Z generally has lack of patience and they expect immediate feedback on their queries. The traditional methods of problem solving is not sufficient and the organizations have to face big challenges when managing number of teams due to Gen Zer’s impatience.

·       Managing Work-Life Balance Demands _ Since the Gen Z workers places a high priority in Work-Life Balance, They offer a flexible working hours, Remote options, Extra holidays, Convenient and personalized working environments. As an organization which is already adapted to a unique culture, it is a challenge to swift to a different environment to fulfill Gen Z demands

·       Mental Health and Wellness _ Gen Z is more open about the mental health essentials, For the organization that have limited wellness facilities have to face challenges when fulfilling their requirements

·       Commitment To Diversity, Equity, and Inclusion _ Gen Z needs the organizations to promote DEI values. Organizations that is not efficient to adopt these practices have a challenge to manage the Gen Z workforce.

·       Adaptability and Job Hopping _ They are not in a position to stick on same job if they can not reach their expectations in the particular organization or the position. This has become a challenge for organization to long term experienced workforce.

The Steps To Manage The Gen Z Workforce 

To effectively manage and adopt the Gen Z workers to the organization and keep them attractive 

·       Modernize The Technology and Digital Tools _  As an organization need facilitate the workplace with up-to date technology, Software, Digital platforms support for efficient communication and remote work options. Investing on user-friendly mobile equipment as well will support to fulfill Gen Zer’s expectations and improve productivity.

·        Implement Continuous Feedback System  _ Instead of annual or quarterly performance review systems, organization needs to implement more regular feedback cycle tools like weekly or monthly reviews, project or task-based feedback sessions, giving real time constructive feedback which can improve the Gen Z’s satisfaction.

·       Offer Flexible Work Options _ Implementing a flexible work hour plan and introduce remote, hybrid work plans. HRM can also propose shift-based work plans if can be applied to manage the workers’ work-life balance.

·       Prioritize Mental Health and Wellness _ Develop mental health programs such as Employee Assistance Programs (EAPs), Conducting motivational and mental health programs, Stress management workshops, develop a stress-free working environment reducing unnecessary rules and regulations that has no direct relationship with company core tasks, Help prevent burnout among the Gen Z workforce.

·       Set Clear Career Paths and Growth Opportunities _ Design clear and realistic career paths and skill development process. Human Resource Development can plan training programs, workshops, make the opportunities for the employees to continue the formal education that supports career advancement. These activities will make potential within the Gen Z workers that they have growth within the organization.

·       Build A Culture Of Recognition And Rewards _ Introduce recognition events to celebrate achievements, rewards system, award ceremonies for career achievements

Conclusion

The Gen Z brings both strength and challenges to the organization. Organization should grab the positive factors for organization’s growth and to achieve the targets. As well, organization should develop the strategies to manage the challenges introducing the new technology, improving work-life balance, doing mental health activities, ensuring career development and education. If strategically managed, Gen Z workforce is the most updated and capable crew that can be positively direct for organizational growth

 

References

 

•             Seemiller, C., & Grace, M. (2016). Generation Z Goes to College. Jossey-Bass.

•             Dorsey, J. (2021). Leading Generation Z: The Next Generation of Talent. TalentCulture.