As the biggest age group on the planet right now, Generation Z (Gen Z) is worth paying attention to. A recent Deloitte article states, “The impact of their entry [onto the world stage] will be swift and profound, its effects rippling through the workplace, retail consumption, technology, politics, and culture.” As these young people enter the workforce, they bring a new perspective to life, work, and careers.
Employers that fail to understand that perspective put themselves at risk of losing talent. Additionally, they may miss out on valuable insights from and about a quickly growing employee demographic and fresh ideas about how to make the workplace work better for everyone. A high percentage of Gen Zers are looking for positions within IT companies, so those employers must be particularly aware of these workers’ needs.
Here we take a look at how Gen Z professionals view work, including preferences that differentiate them from previous generations. We provide valuable tips for how IT employers should respond, from attracting talent to preventing attrition. Finally, we talk about the unique capabilities Gen Z brings to the workforce. But first, let’s get to know Gen Z.
Who Is Gen Z?
Generational definitions differ, but according to Britannica, the most common birth year parameters for Gen Z are 1997 to 2012. That means the oldest Gen Zers are currently 26 years old and the youngest are 11. Many of them have been in the workforce for years, and many more are on their way. This cohort has been shaped by global events like the September 11, 2001, attacks, the Great Recession of 2007 to 2009, and the COVID-19 pandemic. They are digital natives, meaning the internet has existed for their entire lives.
Gen Z is the most diverse generation of Americans to date, with nearly 50% identifying as racial or ethnic minorities. More of them than members of previous generations grew up in single-parent families or with LGBTQ+ parents. About 16% of Gen Zers themselves — more than any other generation — identify as being part of the LGBTQ+ community. And they are less likely to adhere to traditional gender norms.
The lifestyle of this generation is more dynamic, with many likely moving and changing jobs frequently. Only 4% of them have gotten married between the ages of 18 and 21, which is about half the number of Gen Y (Millennials) who did so. This generation is more likely to graduate high school and go to college than previous cohorts. Gen Z has been found to be more cautious than older generations, such as being less likely to engage in underage drinking or ride in cars without wearing a seatbelt.
How Gen Z Views Work
A good way to conceptualize the overall Gen Z perspective on work is that it should be a two-way street. They reject the notion that employers are empowered to ask more of employees than employees feel they are getting in return.
Gen Z is more likely to think in terms of jobs than in terms of careers. Deloitte states, “Gen Z will have the ability to demand greater personalization in how they move along their career journey.” That means employers should consider a shift from the one-size-fits-all vertical career ladder to one that could include horizontal turns or even jumping to another ladder halfway up.
While salary is important to Gen Zers, it’s less important than it was to previous generations. A significant number of them would prefer a more interesting job that paid less over a more boring one that paid more. They are also motivated by ethics and are looking for companies that concretely show they are committed to things like sustainability, diversity, and social justice.
Gen Z workers have been heavily influenced by the pandemic, with similar challenges to those of other generations, including burnout and the realization that life is too short to spend eight or more hours per day in an unsatisfying job. Many are taking these ideas a step further by challenging the very notion of capitalism, citing its negative influence on their mental health, and embracing the “antiwork” and “lying flat” movements, which advocate not working at all or doing so as minimally as possible.
New Norms
With different influences from those experienced by older generations, Gen Z has different professional expectations and needs.
- Immediacy. Having been exposed to lightning-fast computer functionality all their lives, Gen Z needs things to move quickly. That means fewer long, boring meetings and emails and more get-to-the-point messages and conversations. Consider offering project feedback immediately following completion. That goes for your hiring process too. Make sure you move it along without delays that could result in getting ghosted by candidates.
- Learning. Members of Gen Z get bored easily and need new input to remain engaged. One way they can get it is with ample learning opportunities on the job. That doesn’t have to look like formal training in a classroom. Rather, it could be through teachable moments, mentorships, or lunchtime tutorials on specific skills.
- Flexibility. Gen Z team members prefer to have their work judged on its face rather than for the number of hours they put in or which hours they are at work. They are demanding a high level of work-life balance, which can be off-putting to some managers who are used to a more structured schedule. The following video highlights Gen Z’s desire for flexibility.
- Autonomy. Gen Z workers like to work independently and expect their employers to maintain appropriate boundaries. That means not expecting workers to be available at all hours to respond to texts and emails.
- Well-being. Gen Z workers prioritize their mental health and want their employers to do so too. This preference reflects the fact that Gen Zers are likely to be depressed, stressed, or anxious. As a result, this cohort is more open about mental health.
- Working from home. Gen Zers like working from home, and this preference may be a deal-breaker if their employer doesn’t want to allow it. In a recent survey conducted by ADP Research Institute, 64% of all respondents said they would consider looking for another job if their employer insisted that they return to the office. For Gen Z, the number was much higher at 71%. The difference makes sense, given that many Gen Zers haven’t worked long enough to become accustomed to being in an office full-time. However, they may not understand what they’re missing in terms of building professional relationships and taking advantage of on-the-job training and easy access to people who may be able to answer their questions.
- Diversity. Given their diversity, Gen Z also values a workplace where a variety of races, cultures, sexualities, and genders are welcome. This is especially important in the IT industry, which has been noted for its lack of inclusiveness. For example, recent studies have found that women make up only 26.7% of the technology workforce, and less than 8% of tech workers are Black. The numbers are just as discouraging for executives within the industry as they are for the overall workforce. That’s a problem for hiring because new workers want to see themselves reflected in the leadership teams of the companies they work for.
- Ethics. Gen Zers want work that is meaningful, both to them personally and to the world. Many of them prefer to work for a company that offers a sense of purpose and that supports environmental and social justice issues. According to Insider, a recent study revealed that many Gen Zers even go so far as to say that “they wouldn’t accept a job at a company that didn’t align with their views on social and environmental issues.”
Tech Preferences
It’s no surprise that technology is important to a generation of digital natives. It’s so important, in fact, that they will consider this factor when making employment decisions. Their first requirement is that technology works well. Buffering is a foreign concept to this group, so anything that seems slow, sluggish, or spotty will be frustrating for them, including hard-to-understand interfaces or poor user experiences.
Specific technology preferences include a tablet/laptop combo, newer offerings like virtual assistants and augmented and virtual reality, the ability to work from anywhere, and security software that doesn’t get in the way of productivity. While it may not be practical for companies to immediately make significant changes, get feedback on what you’re using and keep moving toward more optimal offerings.
Don’t think of technology as an afterthought. It should be a part of every stage of the recruiting, hiring, and onboarding process. Once hired, Gen Z employees should be consulted about technology decisions. Rather than seeing this situation as a burden, think of it as an opportunity to get opinions from people who know technology best.
Soft Skills Are a Challenge
Because of their deep engagement with technology, Gen Z workers may lack soft skills that enable them to get along well and collaborate with coworkers. These skills include things like communicating effectively, expressing empathy, staying organized, being on time, and thinking critically and creatively.
Companies might respond by developing learning opportunities in the form of mentorship, chances to shadow more experienced employees, and even formal courses. What you invest in such opportunities will pay dividends in greater productivity and employee satisfaction, saving you money on filling roles down the line.
Not-So-Quiet Quitting
It was Gen Z that led the quiet quitting movement, which is the notion of dialing back to the bare minimum when performing job duties. It’s typically done when someone feels they are putting in much more effort than they’re being recognized or compensated for and no longer feel motivated to go the extra mile for their employer. In this and other approaches, Gen Z is reaching for work-life balance in ways other generations haven’t.
To that end, Gen Zers aren’t afraid to change positions if their current employer isn’t giving them what they need. In a recent study conducted by Personal Capital and The Harris Poll, the vast majority (91%) of Gen Zers wanted to quit their current job. However, many Gen Zers are quitting their jobs only to regret it when they see the grass is not always greener on the other side, a phenomenon known as “shift shock.”
How IT Employers Must Respond
Employers must respond to Gen Z’s need for personalization and flexibility by valuing soft skills and diversity, as well as providing unique training and leadership opportunities.
Find New Ways to Attract Talent
Remember that you are competing with not just other tech industry companies but other industries entirely for tech talent. So, hiring professionals within tech companies must find new ways to both reach potential candidates and be the kind of organization they want to work for.
- Expand the talent pool. Some tech companies are dropping college degree requirements, which is one way to increase the number of talented candidates you have access to. Another is to extend the selection of schools you visit to include community and technical colleges. Form close partnerships with these schools to ensure a steady influx of applicants.
- Customize your outreach. Connect directly with potential candidates with personalized messages. Include information from recent new hires and interns about what it’s really like to work for your company, and give them the opportunity to reach out to those employees directly.
- Be female-friendly. Find women where they are. That means reaching out starting in their first year of college or other training programs since women in STEM fields tend to apply for positions earlier than men. Another strategy is to send women leaders to events like trade shows and career fairs, so potential new hires can see there are not only jobs but also paths to leadership available to them.
Provide a Healthy Culture
The days of hiding behind slick brochures are over. Gen Z is tech-savvy, meaning they are researching companies they might like to apply to and are very aware of those that don’t stack up to their standards.
The importance of a healthy company culture shouldn’t be overlooked, given that it is the highest priority for many Gen Z workers. They are actively seeking companies that employ workers from various backgrounds, support BIPOC and LGBTQ+ communities, enable team members to display their individuality (think tattoos and piercings), and present an authentic, casual-professional voice online.
Beyond presenting all these factors online and during interviews, companies must walk the walk and ensure a genuinely welcoming attitude toward employees. Some companies may need to make important adjustments to ensure equal opportunities for advancement for all genders.
Provide an Alternative to Job-Hopping
Gen Zers tend to change jobs frequently because they feel they can advance more quickly that way. They may leave a current job for better pay, opportunities, benefits, flexibility, and diversity somewhere else. To prevent this scenario, be more like the companies they want to go to and communicate why they may already have what they want right where they are.
Such communication can come in the form of meetings, emails, announcements, or one-on-one sessions to assess where they are and where they aspire to be. Find out what individual employees are looking for and see if you can find a way to make it happen, even if it’s not a conventional career path. Using this approach, you might, for example, find out that someone on your marketing team would love an opportunity to learn how to code.
To Build a Better Business, Listen to Gen Z
According to Deloitte, “The future of work will call for a return of the Renaissance figure: a person with many talents, interests, and areas of knowledge. It will require a fusion of four key work skills: digital tools and technology skills, comfort with analytics and data, business management skills, and design and creative skills.”
A recent Forbes BRANDVOICE article written by a Gen Z author describes more about what this generation has to offer: “Gen Z is educated, skilled, socially conscious, and resilient. We are digital natives who grew up with evolving technologies. In the right workplace, we’re willing to work incredibly hard and adapt to new environments.” Smart employers will recognize these characteristics in Gen Z workers and make the necessary changes to attract and support them.
Organizations that do so shouldn’t be surprised when they increase interest from members of the other generations as well, including Millennials, Gen X, and Boomers, because the things Gen Z wants are what everyone wants: to be seen as a person, to have a diverse and welcoming atmosphere, to have reasonable work-life balance, and to contribute to something meaningful. When you provide such an environment, candidates from Gen Z won’t be the only ones knocking on your door.
