The workplace is experiencing a historic transformation as more and more younger people whose lives revolve around the Internet of Things, mobile phones and social media are hired. With the latest breed of employees being outspoken, outgoing and carefree, the Gen Z is rewriting norms and daily practices that define a workplace.
Away with the four-walled offices with a kitchen, boardroom as well as individual offices for senior management. Now we have a hybrid mode of working that allows people to work away from the office and for longer hours.
With the internet readily available everywhere, knowledge on labour rights has expanded and we now interact more virtually than physically. Social media sites are now considered official modes of communication. Not to mention change of the official (office) dress code, the new ‘normal’ hardly observes any mode of dressing as part of office etiquette, and performance is gauged on delivery of task assigned.
What this means to organisations is that to attract and retain the best and brightest of generation Z will require a different mindset. A large percentage of Gen Z is characterised by their passion for technology, knowledge, creativity, risk taking, multi skilling and readiness to adjust to new changes, especially those that are technology driven.
I have witnessed the workplace evolution of aspirations from just being a good salary to the new ‘normal’. Gen Z are looking for a flexible work programme, opportunities to grow within the organisation, transparency in communication, diversity and inclusion, and are considering how the work environment will affect their mental health.
In my experience as a HR practitioner, I have adjusted to accommodate Gen Z demands. This is an extremely impatient lot but smart, hardworking and risk takers with a knack for perfection. This is a group of people who prefer instant feedback as opposed to end-of review set period for appraisal to take place.
I have learnt the importance of creating room for them to vent, speak their mind and if possible, have a one-on-one conversation that is aimed not at criticising, but implementing solutions. Human relations personnel should help their employees to connect their strengths to their work by providing training and development opportunities.
What about Gen Z's level of engagement and the need for constant attention which is being fuelled partly by social media? Ensure expectations for the outcome are clear at the beginning of the contract and have regular checks, if possible monthly.
Communicate clearly and on time if there are any changes, allow room for creativity in the process of delivering work and finally ensure that you have supplied tools necessary to deliver work.
Despite this generational changes, the world of work will always remain the same hence the need to ensure business continuity and consistency. It is crucial to create room for millennials, Generation X and other older generation employees to mentor Gen Z into strong leaders who can take up leadership roles in your organisation.
Gen Z employees want to feel safe, valued, and productive. It is about creating an environment where employees use their strengths every single day. By embracing these changes and understanding Gen Z's values, businesses can position themselves for success in the years to come.
Ms Wanjohi is a HR Professional
