[vc_row css=”.vc_custom_1459507957386{margin-bottom: 100px !important;}”][vc_column offset=”vc_col-lg-9 vc_col-md-9″ css=”.vc_custom_1452702342137{padding-right: 45px !important;}”][vc_empty_space][stm_quote quote=”Gen Z in 2030: Understanding the Future of Your Workforce” image=”8100″ author_name=”Lee Anne Woods, HR NETwork, Inc.”][vc_empty_space][vc_column_text css=”.vc_custom_1748496466362{margin-bottom: 20px !important;}”]
Generation Z will comprise approximately one-third of the global workforce in 2030.
Gen Z, born from approximately 1995 to 2010, is the most diverse generation in U.S. history. They have been influenced by, and is influential in, the macro social movements and systemic issues that have shaped who they are and what they stand for in the workplace and society. They’ve played crucial roles in movements fighting racism and discrimination, sexual harassment, gun violence, and worsening climate change, as growing income disparity makes the possibility of social mobility more unrealistic than ever.
All of this was intensified by Covid-19. The pandemic devastated the U.S. economy and stopped the longest streak of growth in decades. As Gen Z entered the workforce, many were quickly furloughed or fired. All of these factors, in combination, fueled Gen Z’s disillusionment with the establishment and capitalism. Consequently, this group garnered a reputation for mistrust of the status quo, disconnection and impatience, and for demanding immediate action around issues it cares about.
Research shows that Gen Z may be struggling with engagement at work. According to a 2022 Gallup Poll, 54% of Gen Z employees, slightly higher than any other generation, are ambivalent or not engaged at work. As such, it is essential for managers to support their Gen Z employees and earn their full engagement.
What are employers doing to address this? Employers are undertaking a variety of strategies to make their workplaces more palatable to Gen Z, including:
- Improving technology tools (76%)
- Workforce well-being (75%)
- Work hours flexibility (73%)
- Increasing compensation (73%), and
- Career development opportunities (73%).
The Gen Zers of 2030 will be more accustomed to remote or hybrid professional work and frontline work infused with AI-based technologies and automation. Gen Zers are likely to amass an unprecedented number of diverse, transferable skills that they can use to redeploy into new roles as business and economic conditions continue to evolve.
Moving forward, leaders can keep their Gen Z pipelines moving via AI-informed recruitment, multi-dimensional skilling, clear career growth and succession planning, and holistic care and support – as well as through promoting a culture that does no stereotype employee needs based on age or generation.
As a manager, how will you create a workplace that appeals to this growing employee base? What tools and tactics can you use to recruit these eager, yet unfamiliar individuals?
What workplace alternatives can you explore that will attract and retain millennial and Generation Z talent?
Look forward to HR NETwork’s upcoming training “Younger Workers – Millennials & Gen Z in the Workplace – Interweaving All Generations”. Date to be announced shortly.
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REX is designed specifically for business owners and executives who are passionate about getting better and achieving dramatically better results. A REX Roundtable is a personal, advisory board composed of 15-18 smart and successful individuals who meet regularly to help each other improve the performance of their business and the quality of their personal lives. REX carefully crafts the chemistry of each Roundtable so there are no competitors, strong similarities, yet a broad range of complementary expertise among the members. Founded in 1989, REX has over 250 members with 2,700+ clubs in more than 25 countries.[/vc_column_text][/vc_column_inner][/vc_row_inner][/vc_column][vc_column width=”1/4″ offset=”vc_hidden-sm vc_hidden-xs”][stm_sidebar sidebar=”573″][/vc_column][/vc_row]
