Understanding Generation Z- the new entrants to the workplace.

Generation Z refers to young people who were born between roughly 1996 and 2010.- those who typically were born into a technologically advanced world that is simply unable to do without the internet.

As recruiters and perhaps potential employers of labour, it is important to understand the characteristics that define these new set of job seekers so as to be able to manage their expectations and help them to succeed in life.

Characteristics of Gen Z

  1. They are technologically advanced from an early age and learn to use smart phones very early in life.
  2. They develop a strong ability to communicate electronically via mobile apps and online platforms even before they start school.
  3. They have an incredible ability to search out information on the internet and absorb copious amounts of information.
  4. They are strong multi-taskers, able to handle diverse tasks and projects at the same time
  5. Their attention span is very low unfortunately and they are ready to move on to the next activity within short time periods
  6. They tend to be more independent and autonomous than millennials (the Generation before them) and many of them are eager to start their own businesses much earlier in life.

Motivating Gen Z

A good understanding of the above traits will go a long way in placing Gen Zers in the workplace. Monotonous or routine jobs would be a turn off for these high paced set of employees. Tasks that enhance their innate creative abilities and promote an entrepreneurial spirit would be very desirable and would stimulate increased productivity and performance.  

Long gone are the days of long service in companies. The new generation, not unlike the Millennials are not looking forward to long service company awards. They are highly mobile and enjoy the here and now. Jobs that enable them to be involved in projects and where possible allow them to travel and work remotely would be best suited for this cohort.

 Fluid workplace arrangements with less rigid structures, policies and practices may very soon become the order of the day in even the most conservative of corporate organisations.

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