The survey, conducted by Randstad in collaboration with Ipsos Reid, found that Gen Z has significantly different interests and preferences to their predecessors and suggests employers will have to make some major changes to stay relevant.
“There’s a big difference between the way Generation Y think and the way Generation Z think,” says Ranstad president Tom Turpin. “Employers will have to have a very different plan to attract Generation Z.”
One of the biggest differences between Gen Y and Gen Z will be their preferred style of leadership, says Turpin.
“The big thing for employers to consider is that Gen Z actually wants to be mentored and managed,” Turpin told HRM. “They’ve started to think long-term again, Gen Y likes instant feedback but doesn’t necessarily want to be mentored and guided – the want to do things on the own. That’s not the case for Gen Z. “
Tuprin says employers will need to prove they have systems in place to support new workers in their professional development.
“Gen Z places a tremendous amount of value on an employer’s ability to mentor and teach them – managers will need to demonstrate they can do that,” he explained.
Giving back to the community was a key influencer for Millennials but financial remuneration was of utmost importance. For Gen Z, CSR steals the top spot – 82 per cent said it was an important role for any employer.
However, it seems the up-and-comers are reimagining what social responsibility
means. The youngest working generation now wants to see companies creating jobs within their community.
“It makes sense for those aged 15-21 because in the last five years, the years that are most formative for them, they’ve seen very different things to the generation before them,” explains Turpin.
“The generation before saw a lot of affluence and a consumer driven economy – Generation Z has seen a much more challenging time. They’ve seen their parents struggle and that could explain the emphasis on job creation.” (Continued…)
Born between 1994 and 2000, Generation Z might seem a little baby-faced to most HR managers but, according to one new study, they’re set to change the landscape of leadership as we know it.