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Millennials and Gen Z in the workplace

Written by: Cristina Mancuso
Published on: 5 Apr 2022

Millennials

Millennials and Gen Z in the workplace

According to Bloomberg, Gen Z - those born between 1997 and 2012 – now account for 32% of the overall population, surpassing millennials. By 2025, according to market research firm McCrindle, Gen Z will make up 27% of the workforce[1].

Companies are experiencing a significant increase in Gen Z employees joining the workforce, and this event will have a long-term impact on the workplace.

Businesses are competing for the top available workers as well as the talent that will eventually replace the ageing Baby Boomer generation with more and more millennials and Gen Z candidates being employed regularly.

 

Gen Z vs millennial employees in a multi-generational workplace

Millennials, those born between 1981 and 1996, and Gen Z have many attributes in common and are sometimes grouped together as a single generation. The internet and social media have become a part of both generations' lives and their mindset has then been influenced by the ability to absorb and share anything almost instantly with anybody and anywhere.

The use of technology by millennials definitely distinguishes them. The millennial generation's fondness for the digital world is one of its distinguishing qualities. They've grown up with broadband, smartphones, laptops, and social media as standard and expect to have access to instant information.

This is the first generation to enter the workplace with a greater knowledge of a major business tool than more senior professionals.

Despite their similarities, the two generations vary in many ways, including their attitudes toward work. Because of their baby boomer parents and the fact that they are growing up in a prosperous time, millennials are more confident when making decisions. At the same time, after witnessing millennials struggle with uncertainty and the Great Recession, Gen Z is more pragmatic and cautious.

Despite the fact that various generations have their own unique strengths and weaknesses in the workforce, finding a strategy to establish a multi-generational workplace where each generation can work to their full potential without excluding others can result in higher productivity and profitability.

Creating a diverse and inclusive workplace demonstrates to millennials and Gen Z candidates that the organisation is fair and treats everyone equally. Furthermore, it demonstrates to them that they will be appreciated in the workplace and that they can be themselves, resulting in increased employee engagement and improved job satisfaction.

 

Attitude and expectations

-Development and a healthy work-life balance are more valuable than remuneration

This generation is dedicated to personal growth and development, and it is their preferred benefit from companies. Second, they desire flexible working hours.

-Techno generation

Millennials and Gen Z frequently use their own electronics at work, and three-quarters say that having access to technology helps them be more productive. In the workplace, however, technology is frequently a driver for intergenerational conflict, and many millennials feel burdened by inflexible or antiquated working habits. They want the same technology that empowers them in their personal lives to drive professional collaboration and creativity.

As a result, some firms are already altering their IT policies to appeal more effectively to millennials, such as providing employees with a choice of smartphones as a reward and actively promoting business-focused usage of social media at work.

 

What to look for in the company you want to work in?

  • A corporate culture that matches their own ideals: According to the 2018 LinkedIn Workplace Culture Report[2], 86 per cent of millennials would be willing to take a wage reduction to work for a company whose purpose and values are similar to their own.
  •  A career development strategy: According to Robert Walters’s[3]' research, 91 % of employees consider career advancement to be a major goal as well as an interest in professional growth and development.
  • Consistent evaluation: According to a recent Clutch HR Employee Feedback Survey[4], 72 % who receive correct feedback from their supervisors are satisfied at work.
  • Flexible hours and hybrid working:  According to the 2019 Deloitte Global Millennial Survey[5], approximately 75% of millennial employees believe that a "work from home" or "work remotely" policy is essential.

 

Create a clear career progression path and ensure it is regularly updated and referred to, focus on learning, development, and upskilling opportunities and ensure the company’s digital practices and IT are up to date to assist any generational workforce.

Attitudes created by the digital revolution are what Millennials bring to the workplace. This means they have a different perspective than previous generations.

Contrary to what you might think, in the workplace, Gen-Z and Millennials employees appear to place a great priority on connections and face-to-face contact.