Generation Z now accounts for 50 %[1] of new hires in companies and will reach 27 % of the active workforce.[2]. That is why understanding and adapting to their vision of the world of work is crucial for any company seeking to reinforce the engagement of their talent.
What are the main demands of those born between the mid-1990s and the first decades of this century? Below, we will look at some of the aspects most valued by young people and how organisations can respond.
Generation Z people are characterised by their belief in the need for brands to be guided by values and, for this reason, one of the aspects they take most into account is that companies should be guided by a clear purpose and generate a positive impact on society. They prefer organisations with which they identify and which promote diversity and inclusion.
In this context, companies that are able to clearly communicate their mission and show their genuine commitment to causes that transcend mere profit maximisation will be much more attractive when it comes to attracting young talent. Showing transparency, emphasising inclusive policies and sustainable practices or implementing corporate social responsibility programmes are very well received by them.
One of the main demands that members of Generation Z have is that the company shows concern for promoting their learning and offers them training and updating opportunities, especially in areas related to technology and innovation. Professional growth is very important for young people in teams and creates a much stronger commitment to the organisation.
Implementing training and professional development programmes, as well as clear career plans, can be an important differentiator. In addition, fostering a culture of learning throughout the organisation and providing access to courses, workshops and certifications will keep talent motivated and up to date.
Related to the previous point, Generation Z has a need to feel part of change and progress. They want to be heard and valued. Most of them consider it vitally important that their superiors recognise their work and give them opportunities to express their ideas.
In this sense, companies that foster more horizontal environments, open to debate and active contributions, will have a more positive impact on the perception of young talent.
Young people place a high value on work-life balance and will go to great lengths to achieve it. This became more evident in the aftermath of the COVID-19 pandemic.
The implementation of flexible working schemes, including telework days, flexible pay and social benefits, significantly improves the satisfaction and engagement of young teams. Additional benefits that have a positive impact on their day-to-day work such as mobility solutions, Restaurant Ticket and other incentives are key to their loyalty.
In short, Generation Z does not want to be a passive agent, but wants to be an active and meaningful part of their work teams. They want to make an impact, have their voice valued and feel that the company trusts them. For this reason, implementing solid employee engagement is essential to meet their expectations and build a strong, lasting and productive relationship with them.
If you want to know how we can help you motivate your teams and encourage engagement in your company, contact us here.
[1] https://www.eleconomista.es/empleo/amp/12677261/generacion-z-tsunami-laboral-con-sed-de-flexibilidad-y-buen-sueldo-estan-preparadas-las-empresas
[2] https://www.bbva.com/es/salud-financiera/la-generacion-z-en-el-trabajo-como-son-que-buscan/
