As Gen Z enters the workplace, here's what employers need to know!

You thought you just figured out working with Millennials - but wait, here comes Generation Z.

We recently spoke with an employer who had just hired their first Gen Z employee

Employer: She is a great employee once we got past her consistently showing up late. It’s definitely a different mindset.

Us: Really? How did that work out?

Employer: Well, she kept explaining how she struggles to get out of bed in the morning. We knew she was juggling being a parent with holding several part-time jobs. We brought her on full-time which allowed her to step away from two of the three part-time positions. We also bought her a new Sonic Boom alarm clock to make sure she hears her alarm in the morning. Sometimes it’s the small things that can make a big difference.

Us: Wow, that was pretty awesome of you to be flexible and understanding of her obstacles. Not all employers are willing to be that supportive.

Employer: She is a good employee, and she was very transparent about her obstacles. Truthfully, we needed her just as much as she needs us, so we tried to figure out how we could make it work. That is kind of the mindset you really need to have as an employer, especially while the labor market it tough.

Now, we are working on keeping her busy. If you thought Millennials had a short attention span, Gen Zs are a whole other level! She is great at tasks we provide, but she will quickly get bored as soon as she completes those tasks.

The Takeaway for Employers: Gen Zs were born with technology always being a part of their life. There is an app for everything, and scrolling is second nature. That instant gratification and short attention span is no fault of their own. Much like the Millennials, employers are going to need to have a different strategy for hiring and retaining Gen Zs.

Make sure you are consistently providing and receiving feedback. There will be a lot of teaching as well as learning moments for you. Make sure you have a list of daily, weekly, and monthly tasks and goals. The old mid-year and annual reviews are not enough feedback points for most Gen Zs. Also, make sure you are asking them if they have any thoughts for process improvement. Much like Millennials, they have great ideas and like to have an impact on their work. Give them the ability to tap into their entrepreneurial mindset and champion a project or lead a team. Lastly, make sure they understand the company structure, opportunities for progression, and how to get there.

The workplace is more dynamic than ever before, and employers are going to need to focus on ways to motivate and empower employees as individuals rather than as a whole. The one size fits all approach will not work as the workplace becomes filled with Millennials and Generation Z.