Integrating Gen Z employees for business success

As we head into the busiest time of year for events, November has kicked off the season in true style. From a business perspective, there have been a host of networking events and discussions, with many focussing on Gen Z.

I had the pleasure of attending one event in particular which piqued my interest. Capital Club Dubai hosted speakers from both the corporate world and local universities to discuss the integration of Gen Z talent into the workplace, as part of the venue’s new Gen Z series of discussions.

With this generation of individuals – born between the mid-1990s and mid-2010s – set to represent nearly one-third of the global workforce by 2030, there is a lot to consider in the workplace as this digitally savvy generation sweeps in.

As the first generation to enter the workplace having never experienced life without the technology which we depend on today, this ever-connected cohort is more connected than ever before, and yet has never felt more physically disconnected. Let me explain.

Having easy access to the internet from a young age has meant that distance has been less of a barrier for them, news has transcended boarders like never before, and the interconnectivity of the world has opened the door to a new way of communicating and sharing information. On the flip side, they have also lived with covid, and, in many cases, finished studies and entered the workplace from behind screens, being deprived of the in-personal social connection which can shape our adult selves. Simultaneously, anxiety, depression and other mental health issues came to the forefront during this time, furthering the feeling of disconnection for many. The concept of operating entirely remotely and behind screens was previously a foreign concept, yet now it is how many are expected, and expect, to operate.

In my interactions as a talent partner and headhunter, some have shared frustrations with the integration of Gen Z employees into the workforce. Whilst I can understand where this may stem from, it is also worth acknowledging that this generation has not been exposed to the same style of education or job experience as previous, and therefore there are certain evolutions of workplaces which must be taken into consideration.

Gen Z are known to push boundaries, they are pioneering and are experts in seeking information online. Where they require patience and understanding is when soft skills come into play, something that previous generations were more exposed to through observational learning, being face-to-face with colleagues on a full time basis. In many cases, Gen Z is unaware of what it means to work in an open space with multiple people surrounding you, and it is certainly something that can be difficult to adapt to.

As employers, there are certain elements to be mindful of when employing Gen Z talent, in order to both help them reach their full potential, while increasing business performance. The most important of these is a robust development program, equipped with the best tools to train and retain them, and the agility to adapt to the diverse needs of different employees and personalities.

From a training perspective, the human element becomes key. Having been brought up on screens and used to communicating from behind screens, this can sometimes lead to a lack of accountability which results in frustration for both the Gen Z employee responsible, as well as for more experienced team members. Therefore, there is a need for in-person communication and training, allowing them to develop interpersonal skills and develop strategies for conflict management. This also brings observational learning into play, as they observe, learn, and then reflect the knowledge of those around them.

Equally, we need to consider the ESG (environmental, social and governance) expectations of Gen Z, with considerations such as social responsibility, diversity and inclusion being strongly considered by Gen Z when considering potential employers. In fact, it’s been reported that 86 percent of Gen Z job seekers cite a company's commitment to diversity as an important factor when deciding if they will accept a job offer, with individuals feeling strongly about the workplaces they engage with aligning with their values, and feeling more passionate about their purpose to the greater good where this exists.

The instantaneous nature of technology has also led to a certain level of impatience, and Gen Z’s learned dependence on technology means that they expect seamless access to information in the workplace, with user-friendly software and technology that allows for effortless channels of information and communication. Anything less than this may be considered by Gen Z to be ‘ineffective’ and lead to dishearten.

In speaking to Gen Z individuals about their experiences and perspectives on entering the workforce, they echo that diversity, innovation, mental health support, and growth and development are key. They also feel disadvantaged as a result of covid, with many employers seeking multiple years of experience when hiring for ‘entry level’ positions and are set on making a difference in the world, approaching everything that they do with purpose.

When faced with employers who are not able to meet the needs and expectations of Gen Z individuals, Gen Z’s prioritisation of work-life balance and emphasis on taking time for themselves means that they are more likely to leave. They are entering the workforce with a sense of empowerment which has not been shown by previous generations, and it means that they are willing to be more vocal and fight more strongly for what they want.

As a highly educated generation who are set to champion innovation for the future, there is a lot to teach, and to learn, when it comes to working with Gen Z. Ultimately, they are the future of the workforce and it is important for employers to understand and listed to their aspirations, and nurture them, to enable Gen Z to grow and to retain them within businesses. It is important that businesses give them a fair chance, as they will reap the benefits of this too.

I quote both my Gen Z daughters: “We might be young but our voices matter. We know our value and we have a lot to contribute.”

We have a lot to learn from this generation and they do from us as well. It would be great to see panels in 2024 where Gen Z's are represented on stage amongst the 'older' generation. Great discussions/learnings to be had I am sure.

Looking forward!