It is already too late to prepare for his arrival. As of 2020, Generation Z represents 20% of the global workforce. It was at a time of great upheaval that these young people entered the world of work. More than the generations before them, the Zs have the power to make a difference, an opportunity that may not present itself again for a long time.
• Read also: These “Gen Z” young people share their vision of work
Who are the Zs?
“Generation Z” refers to people born between 1997 and 2012. The oldest among them have already entered the world of work while the youngest are still in school.
Rather difficult to define and changing according to cultures, generations serve more to identify major trends than to define individuals. A generation is “the reflection of an evolving society” according to Stéphane Simard, author of the book Generations X@Z.
What most young people entering the workforce are looking for is different from what their parents wanted. Unlike Xs, born between 1960 and 1980, Zs are in a position to get what they want from companies. Here’s what they should expect.
1 – Dialogue (face to face!)
Generation Z was born into a world where the digital revolution had already taken place. They are said to be permanently connected, at ease with technology. However, their preferred mode of communication is not the written word, but good old face-to-face conversation. And since many of them have been cut off from their school or professional social circle during the pandemic, they prefer to exchange face-to-face with their colleagues and superiors.
“Exchange” is the right term here, because for Gen Z, even with their boss, the discussion should not be one-sided. According to Marc-André Amyot, employer branding specialist at Winston MKTG, young people do not want to be given orders, but to have an open channel of communication with the employer. “It may come as a surprise to the older generations, among whom we do not expect an employee to respond in this way or to comment on the actions of his superior,” he adds.
Like the Ys before them, the Zs are highly educated, which develops both their curiosity and their critical thinking. “When we ask them to do something, they want to know why,” explains Marc-André Amyot. This brings them closer to Millennials (or Millennials), who have started out in management positions. “Both generations value clear and transparent communications and communication is the basis of management. There will not be too much tension on this issue, ”he says.
2 – Flexibility
Many pre-Gen Z employees have asked for more flexibility at work. Before the pandemic forced employers to embrace telecommuting, few succeeded. The genz, they are entering a labor market where it is possible to work other than 9 to 5 in an office.
“When I ask the question, ‘What are you looking for in a satisfying job?’, the number one answer, for both Zs and Ys, is a suitable schedule,” says Stéphane Simard. As flexibility is already part of the demands of Generation Y, their arrival in management positions will probably make it easier for Gen Z who start.
This flexibility can be expressed in the adoption of atypical schedules, remote or hybrid work, but also of a productivity based on the results and not the hours worked, specifies Marc-André Amyot. “You have to get away from the factory model where you expect the person to be at their shift from 9 to 5 and to be equally productive the whole time. Work will have to become more human and more adapted to everyone’s needs. »
Having seen their parents unhappy at work, or unceremoniously let go by companies, Gen Z do not want work to be the center of their lives. According to a survey by Academos, 42% of Generation Z respondents say that an ideal boss is one who allows them a good work-family balance. “Gen Z youth don’t live to work; they work to live,” reads their report. .
3 – Security
Very aware of social movements and aware of the impact of the latest economic crises on their parents, young people are not fooled. It will not be enough “cosmetic” adjustments to attract them, explains Stéphane Simard. “The goal is not to install a pink slide and a candy bar. Gen Z is more interested in decent wages and benefits that are meaningful and tailored to their needs.
Employers have an advantage in personalizing these social benefits to better respond to the socio-economic situations of their employees, according to Marc-André Amyot. “A young person starting out will not have the same needs as someone approaching retirement. The Gen Z don’t want to one-size-fits-all. »
Contrary to the image we have of them, these young people are looking for stability and job security. “It always makes managers smile when I tell them that. They have the impression that young people change job as they change their pair of stockings, reveals Stéphane Simard. They are stable in employability. They want to be able to turn around tomorrow morning if that no longer suits them and find another job easily. »
This need for security is explained by the economic and political instability of recent years by experts. A part of the Gen Z saw the impact of the 2008 economic crisis on their parents and started their careers during the pandemic, making them more financially savvy. “There is a lot of insecurity in the world in general and young people are of a very anxious nature, especially since 2020”, explains the author.
Design: Marilyne Houde
Why Gen Z will get what they want
If these claims do not seem particularly new or far-fetched, it is because they have undoubtedly already been requested by generations before the Z. Before the latter, however, companies did not feel the need to respond to this kind of demand to keep their workforce. So is Generation Z exceptional? Rather, it is to the context that we must turn to explain this change in power dynamics between employees and employers.
The pandemic
The changes brought by the pandemic to the world of work have caused a great disruption which is to the advantage of the Gen Z. “Structures that could not be called into question for years are now because of the advent of telework. It is a period of transition where companies must ask themselves what they are keeping or what they are giving up for the future,” says Marc-André Amyot.
The labor shortage
Labor shortage is also a big factor. Caused by the massive retirement of Boomers, it will particularly affect Quebec, where the aging of the population is one of the fastest in the world. Faced with a large number of positions to be filled, employees have a choice. “It was not normal for employers to have all the power. The shortage is likely to last until 2030 and I hope that will bring about a rebalancing of forces,” predicts the employer brand specialist.
If they want to attract and keep the next generation of workers, companies must adapt. Otherwise, they will just go elsewhere. This is not just an effect of the desire for immediacy of young generation Z, but also of their awareness of the state of the market, according to Marc André Amyot. “Not just for the salary, but for the conditions too, the employees now know that they can find better instead of waiting. »