What Makes Generation Z Different?

Every generation has its own challenges, but Generation Z, born between 1997 – 2012 making them ages 13 to 28, does seem to be a bit more complicated than those of the past. For starters, consider its size.  It makes up 30% of the world’s population and 27% of the workforce. There are currently 70 million Generation Z employees in the workforce. No wonder we’re trying to learn as much as we can this generation.

What makes Generation Z different? Here are a few things to consider when diving into the challenges of managing them:

They value purpose-driven organizations. This generation wants their work to matter. They are less concerned with how successful an organization is than how the work they do makes the world a better place. They want to work for organizations with a strong mission—one where they feel they can contribute to something bigger than themselves.

Potential Generation Z employees want to know how socially conscious an organization is before they even apply for a job. They evaluate information on websites to learn as much as possible about what the organization stands for. Only if they like what they see will they apply for a position.

They value work-life balance more than prior generations. They want a potential employer to care about them as human beings and not just for what they bring to the workplace as an employee.  They are clear about their desire to have a life outside of work.

They value trust. They want to work where they are trusted and where they can trust the leadership. Lack of trust on either side is a deal breaker for many Generation Z staffers. Trust is built by leaders keeping their promises. It can take a long time to develop but can be destroyed in minutes.

They value diversity, equity, and inclusion. This is a generation that has grown up in a highly diverse world and values the people they work with for what they bring to the organization—no matter where they are from or who they are. This generation especially values diversity of thought and works to include others in discussions and decisions.

They value collaboration over competition. Generation Z staffers want to know what others think and what others believe. They are very used to working on teams—they’ve worked on teams all their lives. They are comfortable gathering information from others before making decisions. They see competition as a way to become stronger and smarter but not a vehicle to put a coworker down.

They value feedback. Staff members of this generation really want to know how they are doing. They also want to be asked to provide feedback to their leadership so that the organization is strengthened.

We are all learning about who Generation Z is and there is no doubt more to come so stay tuned. To read more, pick up a copy of our latest eBook, Essentials of Employee Engagement which also discusses Gen Z.