Employee sentiment began to shift in organizations during the pandemic and continued to pick up speed after it. Consequently, organizations began to allow conversations about the purpose, belonging, and well-being of their employees, and the top-down, control-and-command style of leadership that had previously dominated the workplace began to wane.

In the meantime, the most recent generation to enter the workforce began to settle in. Organizational leaders are currently attempting to ascertain how Gen Z employees will fit into their changing surroundings. Many executives are figuring out what these younger workers need and want to become team participants as "Zoomers" bolster firm teams and Boomers retire in growing numbers.

CEOs are not in need of a crystal ball. The newest generation of workers wants all the people-focused priorities that the pandemic has intensified. The problem is that they are more committed than their more senior peers to having their companies adhere to these requirements. As more Gen Z workers enter the workforce, there will be a greater desire for meaning, ethics, and purpose. They are beginning to be heard because they are the future's voice.

What is Gen Z

Although Gen Z's influence in the workplace is still emerging, it won't be long before it catches up to or surpasses earlier generations. Astute corporate executives are educating themselves about the motivations and personalities of their rookie team members.

They must first estimate the number of workers that this generation will comprise. Over 100,000 Baby Boomers turn 65 every day, according to Johns Hopkins University, and Zoomers will overtake Boomers in the workplace for the first time in 2020, according to Glassdoor forecasts. Gen Z will account for about 30% of the workforce by 2030. Thus, in less than five years, the working population will undergo a significant transformation.

According to Pew Research Center, which is widely regarded as the leading authority in defining age spans between generations, Gen Zers are individuals who were born between 1997 and 2012. Johns Hopkins emphasizes that this generation will be the most diverse in history as a result of the change in US demographics. Additionally, the research team provides a list of events that helped form Gen Z workers’ outlook. Many came of age during:

• An international pandemic
• A rise in social unrest
• Unrest in politics
• The effects of wars on the US
• Rising prices and a shaky economy
• Growing debt from student loans
• A crisis involving housing

The viewpoints of the most recent generation of workers are shaped by these and other unique variables, such as the quickly advancing technology. Their generation has not been the first one to experience waves of change and adversity. However, they might be the first as a group to firmly assert what they want from their employers and what kind of workplace culture they'll need to succeed. According to Daniel Zhao and Aaron Terrazas' forecast in Glassdoor's 2024 Workplace Trends study:

“The rapidly increasing proportion of Gen Z workers in our employment means that the upcoming year will mark a turning point in cultural change that U.S. corporations cannot afford to ignore”.

What Is the Desire of Generation Z?

According to Johns Hopkins (JH) researchers, employers' interactions with staff are starting to change as a result of Gen Z's expectations on work culture. Drawing from their evaluation of their university's student body, the Johns Hopkins team developed a list of requirements that these future workers will have from their workplaces. Among their top objectives are:

• Increased inclusion, equity, and diversity: Compared to other generations, Gen Z values a far more diverse society and aspires to work for companies that accept qualified employees regardless of their age, gender, sexual orientation, background, or neurodiversity. Emphasis on the morals and social consciousness of businesses.
• According to a research by Johns Hopkins, 77 percent of Gen Z respondents felt it was essential to work for a company whose ethics matched their own. They get a sense of fulfillment from their jobs at organizations that uphold their declared fundamental principles, and they are particularly devoted to employers who care about the environment and sustainability.
• Increased adaptability: A large number of the younger workforce began their professions during the pandemic-induced work-from-home (WFH) trend. They refuse to return to the nine-to-five, Monday through Friday, on-site schedules that people used to consider usual prior to the health crisis. Not only do many Gen Zers require flexibility, but they also want to interact with their colleagues face-to-face. They are looking for work environments that allow them to be as productive as possible, balance work and personal obligations, and foster professional growth.

What Occurs If Employers Don't Fulfill Gen Z's Needs?

Employee engagement is essential for Gen Z workers and their employers to have win-win relationships, as it is for all generations. Elevated levels of engagement demonstrate workers' dedication to their work and are essential for improving morale, output, retention, and customer service. When Gen Zers are employed by organizations that share their values and provide them with flexible work arrangements, they become more engaged.

Johns Hopkins found that younger employees are more likely than their older counterparts to be disengaged from their jobs. This could be the result of employers' ongoing efforts to adapt to the demands of the current generation. According to a Gallop survey cited by JH, 54% of Gen Z workers are disengaged.

Actions Employers Can Take to Appeal to Generation Z

Raise Awareness of Mental Health While Gen Z employees are not the only ones who want their employers to put their mental health first, they will be more likely than older employees to defect from organizations that do not meet this need. Employers should de-stigmatize mental health issues and provide access to appropriate services in order to improve employee engagement across the board. In accordance with that, they ought to foster compassionate leadership and give employee welfare top priority.

• Encourage Inclusion & Diversity As previously mentioned: in order to meet Gen Z's expectations, businesses need to do more than just create DEI policies. Employing a diverse workforce alone won't satisfy their demands, either. It is the responsibility of leaders to establish a work environment where all workers feel fair, included, and like they belong.
• Better Communication: Gen Z workers are digital natives, but they yearn for human connection. More than half of this generation prefers in-person conversations over text or email, according to research from Johns Hopkins. Businesses can interact with them through arranging more video chats, one-on-one check-ins, purposeful meetings, and team-building exercises.
• Equitable Compensation Workers in Generation Z expect more from their employers than just good pay; they want an employer that is open and honest about equal pay. Researchers at Johns Hopkins discovered that 62% of those who are now starting their careers would be more inclined to take positions from businesses that support equal pay.
• Accountability for social responsibility, sustainability, and the environment Workers from Generation Z aspire to change the world and their communities. They desire to work for organizations that improve society outcomes in addition to financial compensation. Business executives ought to assess the good that their company has or could have, include it into their strategy, and emphasize the work that they are doing in these areas.
• Promote Career and Growth Concentration The Gen Z workforce isn't content to labor in status quo positions merely to get paid. They are ready for chances to increase their knowledge and skill set so they may advance in their careers. People who were shut out of the pandemic for a portion of their undergraduate years and early careers yearn for mentorship, direction, and training opportunities. These youthful laborers will look for employers who make growth and career ladders part of their employee value proposition.

The mindset of Generation Z is centered on innovation and change. Their quest for authenticity in the workplace, their preference for purpose over money, and their yearning for meaningful participation are not merely fleeting trends; they are transforming the nature of work in the future. It is critical for organizations to acknowledge and adjust to these changes.

Gen Z's tale, which is one of resiliency, flexibility, and purpose, is still being written. Enterprises can unleash the potential of this vibrant generation by revamping their culture, prioritizing their mission, and creating a conducive atmosphere that reflects their principles.