Gen-Z is beginning to enter the workforce, making up 24% in 2020, and is expected to grow within the coming years. One might expect this generation to have nearly identical needs to previous generations, but that is not the case. Do employers know what this youngest working generation expects from them? The workforce can expect many different needs from their elder millennial counterparts. To ensure Gen-Z employees are satisfied, leaders must continually evaluate what young workers want out of the workplace. What is fueling this generation?
The oldest of Gen-Z started work in the wake of the pandemic and civil unrest of 2020, and it awakened a need for ethical leaders, diversity at work and the prioritization of wellbeing. These critical moments have forged Gen-Z into being agile, aware of their worth and championing accountability. By starting leadership-oriented conversations about how to improve company culture, organizations can kickstart healthy changes to meet the needs of the growing Gen Z workforce.
Alignment in ethical leadership
What exactly is ethical leadership and why have Gen-Z placed it as a priority? Ethical leadership, while not a new concept, is integral to healthy work culture. It’s more than just a system of values.
Organizations are shifting to a culture of care and sometimes may find themselves under media scrutiny. Young people aren’t simply looking at organizations for answers or accountability––they’re looking to the leaders. By demonstrating appropriate behavior and conduct inside and out of the organization, an example is set for what you wish to see from employees. Similarly, doing what’s right and holding yourself accountable even in times of crisis encourages integrity and responsibility. Leading by example will bolster positivity in office culture and trust from employees.
Diversity at work
According to a Pew Research Center report, Gen-Z is the most racially and ethnically diverse generation thus far. It’s no surprise that Gen-Z young adults entering the workforce wish to see their generational makeup reflected within the workplace. Not only does Gen-Z wish to see racial diversity at work, they want inclusivity for those with disabilities and varying sexual and gender orientations.
While not every organization has a specific diversity leader, HR can step in and assist with inclusivity in the workplace in several ways. Aside from fostering an inclusive culture through hiring, create a DE&I committee or hold learning sessions on topics such as discrimination. Providing resources to employees is not only crucial in establishing a welcoming work environment but can also provide valuable growth opportunities within the organization’s culture.
Refocus wellbeing as a need
Everyone needed a recharge after 2020. With the hybridization of work, it left many in the workforce feeling burnt out and unmotivated. Gen-Z took notice and the mentality of wellbeing at work has quickly shifted as a priority for organizations. “If not now, then when?” Supporting mental health at work is not only about recognizing the need for wellness; it’s also destigmatizing mental health and supporting all employees.
Both HR professionals and organization leaders can help address the wellbeing crisis within the workplace. First, recognize employee stress and their resilience to overcome recent strife. By addressing pain points, leaders can gauge how and when early signs of burnout start. By promoting mindfulness and resources for mental health literacy, the stigma behind discussing mental health fades away and employee engagement is improved. While results may not be immediate, HR leaders can facilitate effective change with small steps.
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