Generation Z encompasses more than one-quarter of America’s population, making this cohort larger than baby boomers or millennials. Gen Z is entering the workplace in waves, and its members come with their own set of values, preferences and abilities.
It’s not hard to understand why: They grew up amidst economic and political uncertainty and have watched their millennial predecessors struggle to find jobs, pay off student loans and become financially independent. Determined to avoid these pitfalls, Gen Zers are self-motivated. Committed to make their own way in life and in their careers, they’re willing to work hard to gain success. They also expect a lot in return.
Businesses that want to remain competitive and recruit talent of all ages will need to consider adopting a company culture and perks that appeal to Gen Z. Here’s what you need to know to reach the next generation of workers.
1. Provide flexible schedules.
Gen Z is used to the flexibility of an online world. Shopping from your couch at midnight is as easy as IM’ing a friend who lives three time zones away. This generation won’t willingly be tethered to a traditional 9-to-5 job.
The line between personal and work life is blurry at best within this malleable lifestyle. Many Gen Zers will expect work practices to adapt to them, not the other way around. In fact, some Gen Zers rank flexible work schedules at the top of their employee-benefits lists. Promoting flexible schedules will not only help companies recruit Gen Z talent but also appeal to millennials as they start their own families.
2. Skip the annual performance review.
Gen Zers desire feedback on a regular basis. This might be in part because they’re accustomed to receiving real-time updates on social media or having search options instantly at their fingertips. If you’re holding out for an annual performance review to give input, Gen Zers feel a bit like you’re dropping a letter in the mail to let them know you’re running late for dinner. It simply doesn’t help them when they need it most.
Some major-league companies are listening. GE and Adobe are among those that have phased out annual performance reviews and replaced those processes with regular feedback programs. Consistent conversation will increase both retention and productivity among workers in general — not just Gen Zers. Understanding your expectations and perspective allows them to better tailor their performance to fit the…