The art of understanding Gen Z personnel at workplace

After the Millennials generation, Centennials - Generation Z (1997 - 2012) are the new human resource entering the workforce. With innovation, creativity, and a multi-dimensional view of things, generation Z is absolutely a breakthrough factor for the development of your business. However, Gen Z is still a breath of fresh air with many differences that businesses and human resource managers need time to learn about in order to work together. To be able to accompany Gen Z and develop businesses, let's first learn about Gen Z's needs and trends at work.

1.    Development trends

If Gen Y is famous as the job-hopping generation, then in Gen Z, the tendency to job-hopping is somewhat reduced. Although Gen Z is a generation that loves novelty, it is also a generation that prefers stability in life and work, so this generation has a longer time with businesses than Millennials.

However, the level of career ambition of young human resource is much higher than that of Gen Y. This can be seen, if Gen Z realizes that they have conquered all the challenges and difficulties in their current position, then they are willing to "leave their clothes" to find a place with many challenges to develop themself. That is also the reason why today's Gen Zers are extremely attracted to the challenging and highly realistic Startup environment.

>>>Read more: Consulting on human resource development strategies for businesses in Vietnam

Also because of the desire to develop themselves in their career, one of the benefits that Gen Z is most interested in when learning about the company is the career development journey while accompanying the company. When faced with a choice between an internship that can open many doors and a job with a higher salary, Gen Z often looks at the long-term path and 93% would choose to become an intern instead of the high salary. Therefore, when human resource managers want to save recruitment costs and retain generation Z human resources, focus on the real values (in addition to profits) that the company can bring to them. A clear and feasible promotion path, along with quality training programs and attractive challenges will make this generation more loyal to the business.

2.    Flexible and independent

Not only Millennials, but young people of Gen Z also appreciate flexibility in working policies. Because Gen Z is the generation that prioritizes work-life balance quite highly. Therefore, businesses need to really pay attention to Gen Z's need for balance. Implementing a flexible working hour policy, along with promoting remote work, and respecting personal time are the key thingsGen Z needs when working in a business.

According to many studies, Gen Z human resources believe that flexible working hours and remote working in many different working spaces will help them feel comfortable, improve work performance, and stimulate them.
 

Maximize Gen Z's creativity and productivity.

3.    Connect to company

Gen Z always wants to aim for equality at work. They prefer to build relationships as colleagues rather than social stratification. Gen Z wants to break the boundary between "superiors - subordinates". Because they believe that human connection truly has no limits. Even though they are a technological generation, young human resources still want to connect directly with their colleagues, not through social networks. Because Gen Z values efficiency when communicating, problems will be resolved during face-to-face conversations.

At work, connection and feedback are also very important to young labor. They always want to receive continuous feedback on the work they are doing. Constructive contributions will help them do their job better and help them know for sure that they are doing their job correctly.

In addition, diverse connections in the working environment are also what Gen Z wants. 63% of Gen Z feel that working with people from different educational backgrounds, skill levels, and cultures is essential. Integrating with everyone in the business, not just within the team, will satisfy your desire to learn. Diversity not only makes your company more attractive to Gen Z, but it's also an important part of your employee retention plan.

4.    Recognition

Recognition for young labor is not only about recognition of the results and efforts they have made, but also about listening to businesses. Although this is a source of young people, Gen Z can be completely proactive in the process of promoting company development thanks to a modern, globalized mindset. One of the ways to promote work morale and retain Gen Z is to make them feel respected for their opinions and contributions in their roles, encouraging Gen Z to come up with solutions for work.

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