Recent exam results days reminds us that younger generations are preparing to soon move into the labour market. At the same time, we need to reflect that Generation Z are now an established part of the workforce rather than a group waiting to enter it. Many of these employees began their careers during or after the pandemic, at a time when hybrid working, social media, economic uncertainty and artificial intelligence were already transforming professional life.
This extraordinary, once in a life time event, dominated through social isolation has undoubtedly shaped their view of the work and their expectations of their place of work. Gen Z employees often place significant value on learning, flexibility, meaningful work, wellbeing and having a voice in their careers. Recent surveys of Gen Z and millennial respondents found that these generations are primarily focused on three priorities: money, meaning and wellbeing. Only 6% identified reaching a senior leadership position as their primary career goal.
The traditional career ladder — joining a company, working your way upward and eventually reaching senior management — is being replaced by something more flexible and is an alternative model to how many more mature workers have progressed through their workplaces. Many younger employees now deliberately choose to move between roles, develop new skills, change industries and pursue different forms of progression throughout their careers. For HR, this means career development can no longer be treated as an annual appraisal exercise. It needs to become an ongoing conversation.
It goes without saying that one of the risks of talking about "Gen Z", "Millennials", "Gen X" and "Boomers" is that the labels can become stereotypes. Not every young employee wants to work remotely. Not every older employee struggles with technology. Not every Millennial wants rapid promotion, and not every Gen Z employee prioritises flexibility above everything else.
The irony of today's workplace is that the more technology transforms work, the more important human skills become.
To discuss any aspect, please get in touch with HR Consultant Brian Lenehan E: brianlenehan@bakertillymm.co.uk T: 028 9032 3466.