Recently, I, Marchien Maks – consultant, was asked to share our experiences with the youngest generation on the job market, Gen Z, at a team day for one of our clients. This generation has barely stepped onto the job market, yet they are already ubiquitous. Perhaps even reluctantly: there are Gen Z experts, Gen Z coaches, Gen Z speakers, and so on. Note: these specialists are not so much for Gen Z’ers themselves, but for organizations and companies that want to prepare. And yes: Gen Z will bring change, just as every new generation before them has done. Fortunately. Is it different this time? Yes, for a number of reasons.
There were, especially at knowledge-intensive organizations, never before so many different generations active on the shop floor at the same time: possibly a tail end of baby boomers, Generation X’ers, the pragmatic generation, Millennials, and the first Gen Z’ers are entering the job market. Each generation has different expectations of organizations and work.
Gen Z
Then Gen Z itself. Born between 1997 and 2012 (depending on the source, it can vary by a year), they grew up in relative prosperity. Individualization and flexible working increased, and their world was and is online: internet, apps, social media, and smartphones. This last aspect makes them unique compared to previous generations. But this group has also faced a global pandemic, the war in Ukraine, geopolitical unrest, inflation, the climate crisis, high house prices, and often a student loan debt.
Legal Job Market
And finally, the legal job market. According to the CBS, university-educated individuals enter the job market around their 25th year. This means that Gen Z’ers started entering the legal job market from 2022. And it was, and is despite the above-mentioned societal issues and uncertainties, still tight. The scarcity is particularly in the area of candidates with 4-7 years of work experience and expert roles. This scarcity is caused by aging, greening, and further institutionalization of part-time work. This leads to a market where the candidate frequently has a choice, and Millennials and Gen Z’ers are thus in a position to agenda themes and conditions they find important to work or a work environment.
Translating Themes into Expectations
The four aforementioned themes can be translated into expectations as expressed to us, where we have made a distinction between conditions and expectations.
Conditions:
- Good salary
- Permanent contract, possibly after a probationary period
- Clear view on career progression/development (and how that translates to salary)
- Flexibility and autonomy, including remote working and flexible hours
- Good work/life balance
Expectations:
- Impact, meaning
- Non-hierarchical organization, equal cooperation
- Appreciation, being seen and heard
- Transparent culture
- Diversity
What Do We Hear from Employers?
How do managers respond to expectations, but also characteristics of this new generation? In response to this question, we received the following reactions:
- Be open to the perspective of others, ask open questions, listen
- Stay proactively in conversation, regularly check in, actively inform
- Tailor communication: when to call when to email and text
- Structure in growth path (perspective) and associated salary
- Mentor or buddy system for Millennials and Gen Z
- Reversed mentoring where Millennials and Gen Z coach and inspire the managers (this way innovative ideas also directly reach the right level)
- A bonus or reward system where younger employees proportionally retain more (for example, because it involves a fixed amount)
- Opportunity to work (temporarily) remote, or even abroad
- Open and honest team sessions: ultimately, it’s about each team member being as empowered as possible and the undercurrent being discussable
In Conclusion
The common thread in what we hear within our practice from both the youngest generations and employers as a basis for creating connection is to stay in conversation, proactively. Park your own prejudice, and ask why something is important to someone. This also creates space to discuss that some things may not be possible. Concrete handles for a good conversation form the themes mentioned above, but also our team scan that provides insight into the ‘DNA’ of your team. Ultimately, you don’t want one generation to stand in its power, but all team members and the generations they represent.
And not to forget: stay curious! Young people bring a new perspective and thereby innovation, which can benefit your team and organization.
This article is based on a presentation I held at the team day of one of our clients. Do you have any questions following this article, curious about our team scan, or want to exchange thoughts? Please feel free to contact me.
