Gazette Gal’s Post

Here's an amazing stat: Gen-Z (those Born between 1997 and 2012) will soon surpass Millennials (born between 1981 and 1996) to become the most populous generation. As a leader, understanding how members of Gen-Z work is critical to workplace harmony and success. A recent article in Forbes has some great tips for understanding this demographic. First, the three key things Gen-Z members look for in their jobs are job purpose, flexible working, and diversity and inclusion. And of course, there are challenges to leading this group as they expect 24x7 electronic communication, have shorter attention spans, and want much more autonomy than previous generations. So, what are the keys to leading Gen-Z workers? 1. Embrace technology 2. Be a mentor 3. Lead with empathy 4. Prioritize mental well-being I’m personally fascinated by generational attributes and I've found the shift to Gen-Z workers really interesting.

Are you curious about what Gen Z wants and how to capture their attention? This article breaks down the values, preferences, and expectations of the next generation of employees.

Are you curious about what Gen Z wants and how to capture their attention? This article breaks down the values, preferences, and expectations of the next generation of employees.

Are you curious about what Gen Z wants and how to capture their attention? This article breaks down the values, preferences, and expectations of the next generation of employees.

Are you curious about what Gen Z wants and how to capture their attention? This article breaks down the values, preferences, and expectations of the next generation of employees.

Are you curious about what Gen Z wants and how to capture their attention? This article breaks down the values, preferences, and expectations of the next generation of employees.

Are you curious about what Gen Z wants and how to capture their attention? This article breaks down the values, preferences, and expectations of the next generation of employees.

Here is some insight on the generational shift in the workplace. "There will be more Gen Z individuals in the U.S. workplace than baby boomers by the end of this year, according to analysis by Glassdoor." Gen Z is bringing AI skills and an entrepreneurial spirit. They seek a strong organizational culture, in addition to pay, upward mobility, and work/life balance. What can organizations do to attract and retain Gen Z? 1. Look at your brand and value proposition. 2. Consider modifying your communication strategy to connect with Gen Z. 3. Discuss career aspirations and skill-building/training resources throughout the employee journey. #recruitingstrategies #retentionstrategies

Most employers are already very familiar with Millennials, but soon Generation Z will represent a large portion of the workforce. Understanding this new generation's traits and preferences will help you to create a culture that plays to their strengths and makes your company an attractive option for job seekers. 1. Preference for traditional communication. Even though Generation Z grew up with texting and instant messages, studies show that they prefer to speak face-to-face in the workplace. This could be because they find the nuances of written communication difficult to interpret and would rather have the reassurance that comes with personal interaction. 2. Desire to work individually. Team environments are not a problem for Gen Z, but many young employees prefer to work on individual projects as much as possible. By working independently, Gen Zers are able to showcase their skills and abilities as a way to prove themselves to employers. 3. Mobile-first habits. Generation Z is used to smartphones and relies heavily on productivity apps in the workplace. Not only that, but the development of voice command technologies has made the smartphone an indispensable work aid for Gen Z. Employers who are aware of this should use apps that work best on mobile devices. 4. Motivated by stability. Because Gen Z grew up in a time of serious economic recession, they are more risk-averse than Millennials. Thus, they value the stability that comes from having a predictable job with a clearly defined compensation package. 5. Naturally competitive. Generation Z is used to competition and enjoys the challenge of putting themselves to the test against someone else. If you can encourage a healthy sense of competition in your workplace, particularly during the training stage, you can keep young employees motivated and help them to do their best work #recruitment #recruiters #hiring #mnchiring .#interviewtips #applynow #careergoals #employers #employer #careerdevelopment #jobinterview #recruitmentagency #jobsearching #recruiterlife #recruitment #jobs #hiring #jobsearch #recruiting #job #career #hr #employment #careers #business #recruiter #work #humanresources #nowhiring #jobseekers #recruitmentagency #resume #hiringnow #jobseeker #vacancy #staffing #jobsearching #jobhunt #jobvacancy #interview #jobopportunity #jobinterview #training #jobopening

Gen Z is bringing a new perspective to work. This is to be expected, when you consider the impact social media and the COVID-19 pandemic had on this generation’s upbringing. This article from Forbes highlights strategies to keep Gen Z engaged, like getting out of their way and allowing them to use their skills to problem solve. This new generation of employees is savvy and flexible, and I can’t wait to see how they impact the workplace.