Gen Z has entered the workforce chat — literally and figuratively. And while generational colloquialisms like “[X] has entered the chat” may have already fallen out of style, certain workplace trends will never age, including the need for specialized HR management. To maintain employee satisfaction, productivity and long-term success, HR managers must adapt to and respect Gen Z’s unique qualities. There are a few Gen Z-specific stipulations that members of the HR department must understand to ensure everyone involved is hitting their workplace potential. Let’s discuss those considerations, along with a few Gen Z terms that are mid, to say the least.
Make sure your organization passes the ‘vibe check’
Gen Z is known for being tech-savvy, diverse and socially conscious. When looking for a place to start their careers, they tend to look more favorably on workplaces prioritizing inclusion, diversity and sustainability. Many new graduates appreciate working for companies that align with their values and contribute positively to society. To satisfy this need, HR managers should ensure their company is transparent and frequently updates their values, mission and organization-wide goals. If your company has not taken time recently to update its values, mission statement and goals to align with employee sentiment, this could be a perfect time to do so!
‘Glow up’ your organization’s old communication styles
Having grown up in a world dominated by technology, social media and instant feedback, Gen Zers are often great communicators. However, many in Gen Z have different communication styles from members of other generations. Gen Zers prefer quick, concise and clear communication. While many people believe Gen Z does not like in-person conversations, the opposite is true. In-person conversations allow Gen Zers to read body language and determine if people are being straightforward with them.
Along with in-person discussions, HR managers should take any opportunity to communicate with Gen Z employees through various digital platforms such as instant messaging apps, email and video conferencing. Gen Z employees are more likely to appreciate this heightened frequency of communication. HR managers should also encourage frequent feedback and open communication to allow for a deeper connection between all parties. Creating an environment that values ongoing questions, concerns and opinions from all generations, including Gen Z, can help to ensure communication is bussin’.
‘Ghost’ rigid workplaces
Gen Z employees are known for their independence and entrepreneurial spirit. Like every other generation, they value creativity, flexibility and a healthy work-life balance, but they are perhaps the first generation to make it known they are unwilling to be flexible on these needs. To ensure Gen Zers are continuously happy in their role, leaders and HR pros alike need to focus on creating an environment that supports flexibility. This could include offering flexible work hours, mental health days and opportunities for personal and professional growth. Leaders throughout the organization should encourage innovation and creativity by giving employees autonomy and the ability to make high-level decisions.
Gen Z ‘stans’ feedback
Feedback and recognition are imperative in the workplace — for all generations. Gen Z is no exception. HR managers who want Gen Z employees to succeed long-term should create a culture of open feedback by offering regular review sessions. These sessions should focus on acknowledging employee successes and providing constructive feedback to improve performance. Additionally, HR leaders should encourage employees at all levels to provide feedback to their peers, leaders and subordinates. This feedback will help the company overall by allowing leadership to see both the strengths and weaknesses within the company.
Managing Gen Z employees is not difficult, but it is different from what many leaders may be used to in the workplace. HR pros and leaders can create a shift in mindset, communication style and work practices will hit differently compared to those who are stuck in their old ways. Start by understanding the values, communication styles and work preferences of Gen Zers. This will help effectively manage and retain these employees for the long term. Period.
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