Investing in new technologies, developing coaching programmes, promoting a better work-life balance and communication and paying attention to social responsibility. These are the five things that Generation Z, the young people born between 1995 and 2012, ask of companies. Sodexo’s study of the Workplace Trend of the future, which has traced the profile and aspirations of those young people who by 2025 will account for a third of the world's workers, tells us about it.
Born between 1995 and 2012, in the midst of the Internet boom, accustomed to multitasking and the simultaneous use of different devices, and even more interconnected than Millennials, there are about 2 billion Generation Zs worldwide. They are the talents of the future who, entering into the world of employment, are revolutionizing the approach of companies, which must succeed in integrating these resources in the best possible way.
Generation Z members adapt to their work environment easily and are not afraid of transformations and transitions. They just need an environment in which they can express their potential and succeed in bringing innovation
Nevertheless, what are the areas to focus on in order to make the most of their potential? According to experts, the first is investments in new technologies: the Varkey Foundation in London, interviewing more than 20 thousand young people from 20 countries, has shown that 84% believe that technology can help build a better tomorrow. The importance of innovation 2.0 was also underlined by a report by Bank of America, according to which 46% of digital natives prefer social media as a form of communication, including work. Developing coaching programmes favouring the generational mix and paying more attention to the work-life balance are also key factors to encourage digital natives to enter the world of work, as demonstrated by the studies conducted by researchers Claire Madden and David Stillman. But that's not all. For 94% of Generation Z members, the promotion of Social Responsibility is a priority in choosing the company to work for.
For Claire Madden, researcher and author of the best seller Hello Gen Z: Engaging the Generation of Post-Millennials, "Digital natives are looking for fairly high levels of affirmation and involvement in workplace interactions. Generation Z members adapt to their work environment easily and are not afraid of transformations and transitions. They just need an environment in which they can express their potential and be able to bring forward innovation.
To get the most out of it, organizations need to use both the collaborative mentality of the Millenials and the motivation of Generation Z
All this without neglecting health and wellbeing. 94% of the young people involved in the Varkey Foundation survey said that psychophysical wellbeing was one of the most important factors. Companies that offer benefits to push employees into physical activity, reducing stress and monotony, have a better chance of attracting digital natives. Fostering integration between Generation Z and Millennials is another key point for businesses.
In addition, another strong point is governance. David Stillman, generational expert, in his recent study "Gen Z @ Work" has highlighted how the recipe for the success of the companies of the future is the mix between the willingness to collaborate of Millennials and the success oriented mind-set of digital natives. "Generation Z is competitive and has grown up knowing that not everyone can be a winner. Although they prefer to win for themselves, it's wrong to think that they don't work well with others," Stillman says. "To get the most out of it, organizations must use both the collaborative mentality of Millenials and the motivation of Generation Z. So, an intergenerational collaboration: the study shows that between the early '80s and the late '90s, 6 out of 10 are ready to give their support to the new generations entering the world of work.