Ramona Hood’s Post

I posted about the impact of Gen Z on the workplace a couple of weeks ago and the recent Talent X session “The Future of Work” gave me even more information on the influence of Gen Z. By the end of 2025, up to 25% of the workforce will be Gen Z. As a generation they are focused on sustainability, self-improvement and authenticity. As a business trying to engage with and attract Gen Z talent, the things to be mindful of are: - They don’t want to see highly polished comms. Sharing raw / unfiltered information is the way to build trust with this generation. - Gen Z aren’t going to be as active on LinkedIn or other traditional platforms. They see it as inauthentic and don’t buy into it. The TikTok hashtag #worktok is booming with workers sharing unfiltered glimpses into everyday life. Check it out - it's enlightening! - Gen Z is the most “mental health-literate” of all generations and will be focused on maintaining healthy boundaries – the upcoming IR legislative changes will resonate with them significantly - There’s an assumption that older workers (ie those with carer responsibilities for kids or ageing parents) would value flexibility in the workforce most of all generations but actually, the winner in that respect is Gen Z - Gen Z workers are more likely to turn down job offers if they’re unhappy with the level of flexibility on offer (>50% of Gen Z vs 36% of Millennials) If your Talent and HR systems don’t support this new way of thinking, get in touch with us at OneMD On Demand. We can create bespoke contract solutions for “non-employees” that will support your existing team members and continued business growth while appealing to Gen Z talent.

How are you attracting Gen Z talent to your teams? Diverse Perspectives: Each generation brings unique perspectives, ideas, and experiences to the table. This diversity fosters innovation and creativity within the organization, leading to more robust problem-solving and decision-making processes. #KnowledgeTransfer: Older generations often possess valuable institutional knowledge and industry expertise, which can be passed down to younger employees. This transfer of knowledge helps in skill development, succession planning, and overall organizational learning. #Adaptability: A multigenerational workforce is inherently more adaptable to change. Younger employees may bring in fresh ideas and technological savvy, while older employees offer stability and experience in navigating challenges. This dynamic blend enables companies to stay agile and competitive in a rapidly evolving business environment. #CustomerInsights: With a diverse workforce that mirrors the demographics of their customer base, companies gain better insights into customer preferences, behaviors, and needs across different age groups. This understanding is invaluable for tailoring products, services, and marketing strategies to effectively target diverse customer segments. #EmployeeEngagement and Retention: Acknowledging and respecting the unique needs and preferences of employees from different generations fosters a positive work culture and enhances employee engagement. When employees feel valued and understood, they are more likely to stay with the company long-term, reducing turnover and associated costs. What else do you see on the horizon for encouraging more diversity and to attract quality Gen Z Talent? Have a look at further Randstad's Insights on this topic below:

(Unpopular?) Opinion you didn't ask for: We need to cut Gen Z some slack Was anyone else's news or social media outlets buzzing with the latest insight that six in ten employers have already fired their Gen Z 2024 new hires? Due to their lack of >>>communication skills >>>professionalism >>>readiness for work Ouch 🤕 📼 Rewind<<<<<<<<<< It's 2013 The research from the consulting firms and accredited HR organizations talk about millennials struggling in the work place because >>>We were less likely to stay with one employer for a long time. Economic instability and a desire for rapid career progressing meant we were causing high turnover rates >>>We were impatient and struggled with archaeic technology because as digital natives, we were introduced to *excellent* technology we intuitively understood where our generationally older counterparts struggled >>>We craved mentorship and career development because we were in it for the promotions and making money, and many organizations chose not to invest in this Let's not forget the importance of work/life balance, DEI, mental health, and the overall burden of taking care of a world that older generations have left for us ********** Does this sound even a little familiar? ********** Every generation All of us We are products of our environment And the environment is failing. Change the environment, change the outcome >>>Universities need to bring in professional experts to equip these young adults with the skills they need. Add a course to the curriculum >>>Employers need to find programming to support the incoming generation, because they will take care of the business someday. Create an Inclusion and Belonging group with mentorship they can participate in. Invest in professional development for Gen Z >>>Gen Z needs to find confidence, step up, and speak up. Growing happens when you're uncomfortable, get over it, dive in, own it. ********** I've been at my company 11 years now I remember when they prioritized millennials It really does make a difference ********** Did you know that the direct costs to an employer for firing someone is 6 - 9 months of the employee's salary? Why not invest that in your Gen Z's up-front? ********** Rant over. What do you think? #culturematters #genz #leadership

Rumor has it, Gen Z is an employer’s nightmare. Now, most can agree that “nightmare” isn’t the right word. However, surveys have shown that Gen Z is transforming the workplace, and it’s causing some discomfort. In some cases, it’s leading to production losses and poor talent outcomes. Regardless of how challenging the disruption is, Gen Z employees aren’t going anywhere. They’re here to stay, and employers may need some help adapting to this curious new generation. Whether we’re ready or not, Gen Z is the future of work… or the workforce, that is. The following are some tips for working with Gen Z. #GenZ #WorkplaceTransformation #Brightmine #Futureofwork

Gen Z came into the workforce right before the pandemic. Gen Z will make up 27% of the workforce by 2025 and is expected to grow bigger by 2030. So, how are business leaders and owners going about dealing with this new group of new young employees who are more tech-savvy, the way they were educated and brought up, hearing more things in real-time, going through a pandemic and global economic crisis (imagine the trauma these have on them), online living and spending, exposure to Woke, living in the world of VUCA and BANI, etc... Gen Z is a new set of generation coming into the workforce. They are bringing a whole new perspective on how they value work, look at things (especially regarding the world, environment, relationships, finance, etc), communicate, connect, where to work, their current life priorities, and how they interact with others. They have their very own generational flair, which traditional work practices can have challenges handling it. The buzz words of the great resignations, quiet quitting, lay flat, ....are all the things that happen just as this generation of people comes out into the workforce. All the things (brands, ideas, concepts etc) that are online only came out during their growing years as well. They grew up playing iPads, online gaming, and everything online. Technology has been part of their life. How should companies then prepare for this new generation of workforce coming out? More so, how should they be managed and led as well? Imagine the generational gaps arise just with the existing workforce (those of the Baby Boomers, Gen Z and Millennials era), let alone dealing with this new Gen Z workforce. We hear from business leaders and owners about their frustrations with some Millennials and now Gen Z employees. Is the workforce the issue, or does the organization itself not know or is not prepared for this group of people coming into the workforce, or does it have a culture that needs rethinking or review so it can deal with changes or disruptions of this sort better? What is needed, then? How much do we know about the different generations? What can business leaders do? What about Corporate Culture? How can Corporate Culture help to deal with this challenge of the expanding Gen Z workforce? What sort of support does the Organization have for its leaders to deal with this Gen Z generation? Check the articles below and here https://lnkd.in/es4JPy4k for more perspectives and learning. Above all, how can Corporate Culture be the force for the change that is needed for leading and supporting Gen Z better and positively? #CorporateCulture #GenZ #CultureMatters #Leadership #VUCA #BANI #Organizationalchange #BusinessGrowth #EO #CultureFix

Is this accurate? I've been reading a lot about this topic, and how opportunities are rising for Millennials and Gen X, much thanks to how they are perceived. There's a negative, unfair perception of Gen Z, and most companies turn to older, perhaps more "reliable" personalities. Again, we're talking about perception. So, before you snap and take personal offence, breathe and read the next few lines if you wish. Let me start by saying I work with many Gen Zers and love their energy. They're right in wanting to reshuffle the workplace, and it's only natural that friction exists between some of their (older) managers and what is a brand-new level of expectations. They're passionate, talented, highly technical and ridiculously comfortable with tech - as you'd expect. Sure, they have plans and their commitment is not always about sweating your company's colours no matter what, but look at the cyclic waves of people losing their jobs, particularly in #tech. Can you seriously blame them? With that in mind, are they wrong in wanting more? Did my generation or the one before get anything else other than a salary in exchange for their tireless efforts? How many thousands of hours that should've belonged to family and friends went into these companies, sometimes without as much as an extra penny earned? - yes, I fit that description. The weekends, the holidays, Christmas, unpaid extra time. And no, I'm not happy about it, but those were the rules and anyone unhappy could move on, as there was a large queue behind. Can you then understand why they aren't willing to die by the sword for their next employer? I don't like generalizing, but businesses require flexible and committed individuals, and might not be so keen - or even able! - to throw a ton of benefits on the table, particularly knowing people are using them as the next step of the ladder. This article (free to read on mobile) makes a solid case in Gen Zer's favour. They are misunderstood, and rightfully so, by the same generations who leapt from analogic to digital. Know this much: the pace at which Gen Z moves is faster than any other before. Organizations can only adapt at such a rate, and trying to use dated models to tame them will only result in wasted potential. Again, looking at the state of the world, I guess we at least owe them a chance. Or a few, before we immediately start having a go at them. _________________________ I write about #iGaming and #contenmanagement in a #remotework universe. Follow me for a crying shoulder - you're not alone!

Whether it's a side-gig, influencing, or a self-employed lifestyle, Gen Zers wary of getting burned by companies are left looking to greener (or better paying) self-employed pastures. Recognizing and nurturing top talent includes tailored development opportunities and competitive benefits in one easy package by switching to ADP. #HR #smallbusiness

Gen-Zers are poised to surpass Baby Boomers in the workforce this year. But what exactly do these Zoomers seek from their employers?   1. Career Growth on Their Terms: 🤝 At Reed, we believe in empowering our graduates. Our scheme doesn’t prescribe a rigid career path; instead, it offers flexibility. Whether you want to explore different rotations or dive deep into recruitment, the choice is yours! 2. Wellbeing Matters: 🌿 We’ve got your back! Reed boasts an array of wellbeing benefits. My personal favorite? The Co-member Assistance Programme - a lifeline for all employees, providing free, impartial support whenever needed. 3. Mentors and Networks: 🌟 Our early talent programmes aren’t just about ticking boxes. They’re about fostering growth. Co-members get paired with mentors who guide them, help them develop, and expand their professional networks. Ready to explore the Reed difference? 🚀 Discover our Early Talent programs today! 🌈👇 https://lnkd.in/e3_i9tvJ #LifeAtReed #GenZ #EarlyTalent #CareerGrowth #WellbeingSupport #MentorshipMatters

There are currently five generations in the workplace, and I have the opportunity to work with individuals from each one. This experience has highlighted that each generation has its own unique set of needs and perspectives. Balancing these needs to achieve the best outcomes for the team has been a rewarding challenge. As the Baby Boomer generation retires, a new generation, Gen Alpha, will soon join the workforce. The linked article offers practical tips for leaders preparing for this transition. A key take away from this article - listen! This isn't a surprising recommendation; we know how important active listening is in the workforce. The problem is that many leaders have yet to possess that skill as a strength. With 5 generations, it is more important than ever to focus on the craft of listening. While we can't predict exactly how Gen Alpha will influence the workplace, we can expect them to be even more tech-savvy and focused on diversity, following the trends set by Millennials and Gen Z. I look forward to seeing how this new generation will contribute to the future of work.

Today, young workers have bold opinions and global aspirations. What’s more, they are sharing these ideas on social media and are therefore impacting workplaces around the world. And because of social media, workers today have tremendous power. There are more than 200M influencers posting content on social media and many of these users promote trends like flexible schedules and workplace wellbeing and use terms like “quiet quitting,” “rage applying,” and “lazy girl jobs.” These ever-changing trends have sparked different demands, expectations, and behaviors among workers. Today, anyone who wants it has access to a megaphone and an opportunity to connect with anyone, anywhere.