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There was a time before technology, which now lives only in the minds of the millennial generation. Today, technology is at the heart of everything we do, including how we live and how we work. The current workforces and the upcoming workforces will mostly comprise of the Gen Z and Gen Alpha generations, and both these generations not only have a higher understanding of how to leverage modern technology but also integrate it into their work.
As the younger continue to adapt to new technologies, work their way around it and take up new careers in various industries, their unique, advanced skills will surely guide not just our societies forward but will also boost our economies. In this article we’ll be seeing as to how organizations can integrate both the Gen Z and Gen Alpha into the workplace successfully, manage to keep them engaged and retain them as we move forward.
Understanding the Gen Z and Gen Alpha Workforces
A lot of factors have changed the way the current workforce perceives their work life. Unlike before, today, work-life balance happens to be one of the most sought-after factors for employees resulting in them choosing organizations that are more employee-centric. So, it’s essential for organizations to understand both the generations in order to motivate and engage them.
Gen Z (Mid 1990’s to 2010) and Gen Alpha (2010 onwards)
1. Flexible work schedules
Gen Z- Remote work has been all the rage in recent years and while some organizations have decided to go back to in-office cultures, Gen Z is clearly in favour of remote work as they are the generations that rate work-life balance high on their priorities list.
Gen Alpha- Along with prioritizing flexibility, they may seek careers that would allow them to evolve in dynamic environments many of them may get into job roles that still don’t exist.
2. Purpose
Gen Z- is a generation that looks to work in organizations who own personal values and are committed to making a positive impact on society and environment. Also, Gen Z associates with organizations that not only value their work but also highlight how their work contributes to the overall productivity of the organization. Other than this, rewards and recognition are also something they look forward to.
Gen Alpha- Gen Alpha much like Gen Z prioritize careers that contribute to social causes that promote sustainability. This generation may be more committed to working with organizations that are looking to walk on the path of creating sustainable practices and a fool proof future.
3. Lean towards a diverse and inclusive workforce
Gen Z is more in favour of working with a diverse and inclusive workforce. These environments where individuals come from different backgrounds, values and hold distinct experiences can bring in fresh perspectives and are more prone to come up with innovative and creative ideas. Employers who respect and value a diverse workforce are the ones to beat according to Gen Z.
Gen Alpha- Like the Gen Z, Gen Alpha will be favouring organizations that display a higher commitment towards incorporating a diverse and inclusive workforce and are committed to offering employees not just equal opportunities but also the right training and tools required to progress in their careers.
4. Technologically inclined
Gen Z- is a generation that grew up with technology. While some may be a little behind, the majority of them have technological skills that are second nature. Naturally, they value workplaces that embrace technology and are forward about offering innovative tools to employees to help with their innovative and creative ideas.
Gen Alpha- much like the Gen Z have grown up in a digital world and are extremely proficient in technology. They are a generation who, in the future will not only opt for employers who are digitally inclined but will also allow them to transform the workplace with their tech savvy skills.
Attracting and Engaging Gen Z and Gen Alpha in the Workplace
1. Promote opportunities for growth
A company’s value is dependent on factors like culture, mission, benefits etc. Also, perks are a great attraction for employees, so companies must step up their game if they want to engage Gen Z and Gen Alpha. Of course, perks like gyms, resting areas, cafes are attractive, but offering them with relevant training opportunities and help them advance in their careers is one aspect that is most important. Gen Z and Gen Alpha are known to be the most competitive when compared to all generations, as they constantly are looking to upskill themselves and be aware of the current trends. Organizations that invest in career growth of employees will be the employers of choice for these two generations.
2. Offers flexible work environments
Gen Z and Gen Alpha, both emphasise on having flexible work environments while choosing a job. If organizations want to work with the two generations, then offering them flexibility would be a great place to start. By flexibility, we don’t mean just offering a day’s work from home in a week it could be work from anywhere for a few months, more PTOs and other flexible work policies.
3. Recognize and reward their efforts
Research by SHRM revealed that 79% of employees said that an increase in recognition made employees more loyal to their employers. Recognizing and rewarding the efforts of employees is something that will bode well with Gen Z and Gen Alpha generations. Feeling valued by an employer is naturally one of the best energy and motivational boosters for employees.
4. Enhanced diversity and inclusion efforts
Your DEI initiatives should be prominently reflected on your company website and integrated into your recruiting strategies. Collaborate with Employee Resource Groups (ERGs) to gather valuable insights for your employer branding campaign, ensuring your messaging promotes equity and resonates with diverse audiences. DEI efforts are important beyond only the desire to work with Gen Z and Gen Alpha.
5. Stop micromanaging and focus on the outcome instead
Gone are the days of micromanaging employees. With the current competitive landscape, its essential to focus on the outcome rather than the input. If organizations want to work with Gen Z and Gen Alpha, its essential that they offer them the flexibility to work on their own terms but bring in the desired results.
6. More focus on culture fit
Astute managers understand that skills can be taught, but culture fit cannot. As companies increasingly engage with Gen Z and Gen Alpha, hiring managers will encounter job applications from candidates with diverse educational backgrounds, making direct comparisons more challenging. To navigate this, organizations should prioritize assessing candidates for cultural alignment; while ensuring they possess the foundational skills required to perform the job effectively.
Update Your Company Culture for the Future Workforce
To thrive in today’s evolving workforce, companies must adapt to better engage with Gen Z and Gen Alpha. These generations are poised to leave a lasting impact with their innovative ideas, strong work ethic, and aspirational values.
Managers play a key role in this transformation by understanding the working styles and priorities of these younger generations. Clear communication about work policies, corporate culture, and company values is essential not only to align with their expectations but also to attract and retain top talent. By fostering an environment that resonates with their ideals, businesses can position themselves as employers of choice for the future workforce.
