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I recently joined a new professional women’s group. Out-of-the-gate, one of the things that I like most about it is the mix of generations. The youngest of our group, an incredibly bright and motivated Gen Z/Millennial cusper who was recently promoted to COO (#wunderkind). The most seasoned member being a smart and savvy Gen X sales veteran who has a side hustle making delicious baked goods. I fall into the Millennial category on the cusp of GenX/Gen Y. I didn’t grow-up with computers, but I did go to a computer lab class and died of dysentery on the Oregon Trail.
I read countless articles about generational differences in the workplace, but groups like this give me an opportunity to learn about varying generational perspectives from real people. It provides me with a filter to validate which data and insights are truly relevant to share with customers. For example, I’ve previously quoted Accenture’s finding from their Future of Work Study which states that 74% of Gen Z (those born between 1997 and 2012, so 12- to 27-year-olds) prefer to collaborate in-person. It’s a stat that surprises people because they think that the generation that grew up entirely in the digital age would opt for 100% remote work. A more recent study by Deloitte declared that only 17% of Zoomers prefer being fully remote, with roughly the same percentage preferring a full-time in-office policy. What this generation really wants is flexibility and choice. Last month I had the chance to listen to a panel of talented young designers. They said that because they’ve been inundated with technology their entire lives, human connection is a welcomed change. They like going into a physical office space. And while they want flexibility, some prefer that employers dictate in-office days to ensure colleagues will be there for collaboration.
As of late, most of the articles I’m reading are focused on Gen Z and for good reason. According to every article on the internet, Gen Z will make up over a quarter of the workforce by next year. With Boomers now aging out, experts have said it will be pivotal for employers to forge an authentic bond with Gen Z, but many hiring managers are reluctant. Like the generations before them, Zoomers have been typecast and are seen as entitled and lacking communication skills. Last month, ResumeBuilder surveyed nearly 800 U.S. workers hiring for entry-level positions and found that 31% of hiring managers say they avoid hiring Gen Zers and would prefer to hire older workers. As Stacie Haller, ResumeBuilder’s Chief Career Advisor points out, “Unlike previous generations, Gen Z faced unique challenges in acquiring foundational workplace skills because of COVID-19.”
While there may be a need to implement etiquette training for Gen Z (and let’s be real, there are a lot of people that could use a refresher post COVID), what Gen Z brings to the table needs to be acknowledged. This generation is extremely tech-savvy, socially and environmentally conscious, highly collaborative and purpose-driven. They are also adaptable and resilient to change. So how can you design the workplace to better support this postmillennial generation?
- Support mental health. On average, environment and mental-health factors have a greater impact on performance for Gen Z. This Deloitte study has some alarming stats on their stress and anxiety levels. 46% of Gen Zers say they are stressed or anxious most of the time, so it’s important to create a culture of well-being. Design spaces for employees to restore and recover. Wellness spaces need to go beyond a traditional mother’s room. It can be a place for prayer, meditation and rest.
- Wear your company colors with pride. A sense of purpose/meaning ranks in the Top 3 for Gen Z when it comes to workplace priorities. This generation aligns themselves with companies that share their values. They want to see those values represented in their workspace and feel pride in where they work. To nurture a sense of shared purpose, start with thoughtful brand expression through the space.
- Be unique. According to McKinsey, Gen Z places greater value on setting themselves apart as unique individuals (more so than any other generation). A dull office cube farm isn’t going to cut it for them. You need to create, “The Envy Office”, a term coined by two New York Times reporters in this super interesting NYT article, which describes the importance of creating an Instagrammable space, while also reflecting the company’s brand and values. Think vibrant colors, plants, exposed brick, eye-catching artwork and carefully curated coffee table books.
- Provide free food. I mean, it really is that straightforward.
- Be flexible. Working from anywhere has become the new normal and Gen Z values that flexibility. In fact, McKinsey states that Gen Z ranks workplace flexibility as the top reason for staying at a job. The ideal return-to-work policy for Zoomers is one that provides clarity on which days employees should be in the office and allows them the freedom to choose remote or office work on the other days. For example (a policy that I really like), 2 set anchor days per week in the office to foster collaboration and then employees choose where they work for the rest of the week. You can also design your office for flexibility by providing a variety of work point options. That could mean varying workstation choices, as well as focus rooms, phone booths, comfortable sofas and small in-office cafes.
Each generation brings its unique perspectives and skills, shaping a dynamic workforce. Gen Z is a testament to this dynamism. Despite the challenges they face, their tech-savviness, social consciousness, and collaborative nature are driving changes in workplace culture and design. Employers need to acknowledge and harness these strengths. By doing so, they can create a workplace that not only attracts, but also nurtures the talent of all generations. This is the key to building a resilient and successful organization. It’s not about catering to one generation over another; it’s about creating a harmonious blend where each can thrive and learn from one another.
Need help formulating your workplace strategy? Contact Sarah
McKinsey https://www.mckinsey.com/quarterly/the-five-fifty/five-fifty-the-gen-z-equation
ResumeBuilder https://www.resumebuilder.com/3-in-10-hiring-managers-say-they-avoid-hiring-gen-z-candidates/
New York Times https://www.nytimes.com/2023/11/26/business/office-design-rto.html