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 individuals are characterised by their belief in the necessity of brands acting on values, and therefore, one of the aspects they consider most important is that companies are guided by a clear purpose and generate a positive impact on society. They prefer organisations with which they identify and that promote diversity and inclusion.
Within this framework, those companies that manage to clearly communicate their mission and show their genuine commitment to causes that go beyond the mere maximisation of profits will be much more attractive when it comes to retaining young talent. Demonstrating transparency, emphasizing inclusive policies and sustainable practices, or implementing corporate social responsibility programmes is very well received by them.
One of the main demands from Generation Z members is for companies to show concern for their learning, offering them training and upskilling opportunities, especially in areas related to technology and innovation. Professional growth is very important to young people who are part of work teams, and it creates a much stronger commitment to the organisation.
Implementing training and professional development programmes, along with clear career plans, can be a significant differentiator. Furthermore, fostering a learning culture across the organisation and providing access to courses, workshops, and certifications will keep talent motivated and up-to-date.
In relation to the previous point, Generation Z has a need to feel part of changes and progress. They want to be heard and valued. The majority of them consider it vitally important for their superiors to recognise their work and offer them opportunities to express their ideas.
In this vein, companies that foster more horizontal environments, open to debate and active contributions, will have a more positive impact on how young talent perceives them.
Young people place huge value on work-life balance, and will go to great lengths to achieve it. This became more apparent following the COVID-19 pandemic.
The implementation of flexible working schemes, including remote working days, flexible pay, and social benefits, significantly improves the satisfaction and engagement of younger teams. Additional benefits that have a positive impact on their day-to-day lives, such as mobility solutions, meal vouchers, and other incentives, are fundamental for their loyalty.
Ultimately, Generation Z does not want to be a passive agent, but rather wishes to be an active and significant part of their work teams. They seek to generate impact, to have their voice valued, and to feel that the company trusts them. Therefore, implementing robust policies for employee engagement It is essential to meet their expectations and build a strong, lasting, and productive bond with them.
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[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/
