Let’s face it. Gen Z is the digital future we are now carving out our world to become. Born between 1997 and the mid-2010s, Gen Z learnt to swipe their smartphone correctly before they said their first word. All they know is a fast-paced world with virtually everything within reach and at their fingertips. Social media nurtured a culture of creativity and entrepreneurship that does not discriminate against age. It was a catch-all term for inclusivity across the board, and one of the outcomes of this is where we see a community of Gen Zers already making money and planning their careers way before getting a degree. This alone sets this generation apart. As prospective employers, there is a task at hand to innovate the corporate world that caters to Gen Z. So, how do we create a conducive work culture for future industry leaders?
Equality is everything for Gen-Zers. Equitable treatment for all employees of different races and genders is of the utmost importance to Gen Z, trailed by the quality of life, employer flexibility and adaptability, and corporate social responsibility. One might say the future workforce is “overly sensitive” and quickly “triggered”, but that is an overt simplification of blatant ignorance. This is the generation where mental health is front and centre, along with the employers’ emphasis on emotional intelligence. The burnout rate is staggeringly high; reportedly, 82% of Generation Z employees find it necessary to have mental health days, while half want mental health training.
As we know, most Gen Z fresh graduates come from finishing studies in the pits of the global lockdown behind a screen. So it is understandable that a completely remote working lifestyle may not be desirable for those who had to finish their degrees in complete isolation of virtual studies. Socialisation and building relationships at work are essential for entry-level employees entering the workplace for the first time. These initial interactions enable them to form a support network to help them get through a difficult start. Therefore, hybrid working can be refined and integrated into workplaces moving forward.
We also need to address the education gap whilst addressing the skill gap. We now know that attaining degrees from educational institutions is not an end-all-be-all solution to securing a desirable position in the industry. Though a degree is still required for specific jobs, it is possible to gain access to top industries with a suitable skill set and qualifications from short courses. Employers now place a heavy emphasis on hiring talent, not just with shiny grades, but importantly, with skillsets encompass people skills or soft skills, such as communication, collaboration, critical thinking and leadership.
On-site training is deemed appealing to this group of employers and opportunities to upskill their existing skillset for better job scope. So, how do you do it? Firstly, design your upskilling and training programs like a Gen-Z. What would one need? A mobile-friendly platform that fits with their on-the-go lifestyle? Bite-sized sessions to maintain retention and active participation? Also, cutting-edge technology like gamification or immersive tech wouldn’t hurt as long as the budget allows. When you provide employees with development opportunities, no matter what stage of their careers they’re in, they’ll see that you care about their futures.
