Why it is paramount to set Gen Z up for success in the workplace by Sarah Tiffany

I have been quite honestly astounded recently, at some of the headlines in the media generalising the lack of capability and capacity of Gen Z and how they can be ‘annoying’ to work with. To try to put some balance back into the narrative, our latest blog looks at the positive skills and attributes that Gen Z can bring and how by revisiting your organisation’s on-boarding processes you can tap into their full potential and set this group up for success in the workplace.

Firstly, I find it both unhelpful and quite dangerous to label an entire generation of young people, born approximately between 1997 and 2012, as lazy or annoying – this is of course a sweeping generalisation. Secondly, Gen Z will, no doubt,

• currently be among your newest recruits,
• will soon represent a significant percentage of your work force
• and are the future of your organisation.

Gen Z bring with them a unique set of experiences, skills, characteristics and preferences that we must start to tap into in order to future proof organisations and move forward. This skill set includes:

1. Technological capability: Gen Z has grown up with digital technology, they are incredibly skilled in using a wide range of digital tools and platforms and understand the different nuances of social media platforms and how to engage with audiences effectively.
2. Flexibility: This generation has had to make some big adjustments in recent times – the cost-of-living /financial crisis and the disruption of the global pandemic for example. As a result, our young people are accustomed to rapid changes in the world around them – they are highly adaptable, open to change and are comfortable with remote work and flexible schedules.
3. Cultural awareness and diversity: Gen Z values diversity and inclusivity and has a passion for social impact. They are more likely to support and promote a diverse and inclusive work environment and push for more sustainable, ethical practices within the workplace. They can be the catalyst for changes that make a real impact to your business.
4. Collaborative and team focus: Although they value independence, Gen Z also understands the importance of collaboration. They are a group of people who can make a positive contribution and expect to have their voices heard. This enables them to be effective team players who work well in collaborative environments and who can help to drive innovation throughout the business.
5. Emphasis on work-life balance: Gen Z have high expectations and prioritize work-life balance and mental health, possibly due to seeing previous generations under high levels of stress or at times experiencing burnout. They will be advocates for healthy work environments and policies that support the employee well-being agenda.

These are just a handful of traits that this group of individuals may bring, although they may require a bit of support in bringing these to the forefront. We have to remember that these young people spent at least 2 if not 3 of their formative, developmental years in and out of lock-down. We all remember the limits that this placed on our social interactions and life experiences. This group did not have exposure to work experience, volunteering opportunities and were in part educated away from their peers and teachers locked in their bedrooms trying to learn remotely.  It may be some time before we realise the full impact that this may have had.

In terms of on-boarding Gen Z employees effectively, your organisation may need to review some of the current processes that could have been in place for some time. Strategies to create a successful on-boarding experience could include:

1. A clear, focused, structured on-boarding process: Gen Z values clarity and direction. They need to understand the company’s vision, values, and culture from the beginning and how they can contribute to that. A detailed on-boarding plan that outlines their roles, responsibilities, and objectives alongside any company expectations won’t take too long to pull together and is beneficial to all new employees. It gets them off on the right foot from the very start.
2. Engaging training: Can you establish if there are any gaps in their knowledge in terms of professional skills? Do your new recruits know how to run/participate in an effective meeting? What are their presentation skills like? Are they able to have difficult/slightly uncomfortable conversations? These are key skills that we all need in the workplace. By incorporating bite-size, interactive and engaging learning chunks you can help all employees to develop a solid base of professional key skills.
3. Assign workplace mentors: If you don’t do so already it is a great idea to pair up new recruits with mentors or associates to help them feel supported and connected and promote multi-generational working relationships. Your current employees are a great source of knowledge for any new recruits. They can provide guidance, answer specific questions, provide immediate feedback and be a great asset in developing positive workplace cultures.
4. Showcase career development opportunities: Let Gen Z and all employees know that there are opportunities for growth and progression within the business. Make information about possible career paths readily available and highlight any training and professional development resources. Show the workforce how they can get involved and that their personal and professional development is a priority.

These are just a few suggestions of how a robust on-boarding process can be shaped to meet the preferences and expectations of a Gen Z population. In doing so you can help them to feel welcome and ready for success in the workplace. At the same time all colleagues can benefit from a professional skills refresh and the opportunity to engage with your newest recruits.

If you would like to find out more about how h2h can help you develop a portfolio of professional skills training or to discuss your people strategy in general. Contact us at enquiries@h2h.uk.com