Generation Z at work

Key information:

• Generation Z are those born between 1995 and 2010 who are characterized by their proficiency in using digital tools and adaptability to change.
• An increasing percentage of the population is reaching retirement age, which significantly reduces the number of active people.
• Many industries, such as construction, manufacturing and healthcare, are struggling to hire young people.
• Adapting working conditions to the expectations of the z-generation can become a competitive advantage for companies.
• Young people want their work to have a real impact on the world, so they are eager to choose companies that provide them with a sense of fulfillment.
• Managing Generation Z should be based on clear messages and honesty in relationships.
• Openness to new ideas and intergenerational cooperation will determine the success of companies.

Details below!

Today's labor market is changing faster than ever before, and youth employment plays a key role. Young workers, raised in a world dominated by technology, are bringing a new perspective on work and its values to companies. This can bring both challenges and opportunities and employers must decide what changes they are willing to make.

Generation Z - who are they and what sets them apart?

Generation Z, also known as "Zetas" or "Gen Z," is the generation of people born in the second half of the 1990s and early 2000s. They grew up in a world full of technology, digital tools and dynamic social changes. Their youth was a period of rapid development of the Internet, smartphones and social media, which shaped their way of thinking, communicating and perceiving the world from an early age.

Unlike previous generations - the loyal Boomers, for whom work was often their whole life, or the pragmatic Millenials, focused on work-life balance - the Generation Z emphasizes professional flexibility, personal growth and sense of purpose. When looking for a place to work, Generation Z expects above all transparency and authenticity and, unlike their predecessors, they value job stability less in favor of dynamic growth and fulfilling careers. All of this presents companies with a challenge: how do they adapt to the needs of Generation Z without losing their corporate identity?

Characteristics of the ''Gen Z'' generation

Representatives of Generation Z are distinguished by their natural proficiency in the use of digital technologies. Growing up surrounded by smartphones, social media and the Internet, they are quick to adopt new technological solutions and can manage information effectively. This makes them highly adaptive and open to change, which is especially valuable in the job market, where creativity and innovation are key elements for success.

At the same time, digitalization is shaping their expectations of the workplace.... They appreciate solutions that streamline daily operations, such as cloud systems and productivity apps that support efficient time and task management. For this generation, the ability to work remotely or hybrid is standard, driven by their need to maintain a work-life balance. Generation Z rejects the traditional model of full dedication to work at the expense of personal life. Mental health, development of passions and relationships with loved ones are important to them, so they seek employers who support these values.

Professional expectations

Flexible working hours, the ability to work remotely or access to psychological support programs are just some of the expectations Gen Z has for its employers. Generation Z is ambitious and eager to learn, so they are looking for places of employment that offer a variety of training, mentorships or career opportunities within the company's structure. They are ready to change jobs when they feel their potential is not being fully realized and opportunities for advancement are limited. This makes it important for employers to hire trainers so that young employees not only improve their competence, but also build loyalty to the company, seen as a partner supporting their professional development.

For Generation Z, the ability to work online is crucial, as it allows them greater autonomy and freedom to organize their day. Such a model enables them to better manage their time and adjust their work responsibilities to their personal preferences. In their eyes, the traditional stationary model tends to be obsolete, so adapting working hours to the needs of employees is becoming a standard in the youth labor market.

Equally important are regular conversations about job performance and career plans. Generation Z values constructive feedback, based on concrete examples. Leaders and supervisors must rely on transparency and honesty in communication. The hierarchical model of management gives way to partnerships, where the leader is an inspirer and supporter, not an authority imposing formal structures.

The importance of organizational culture

Representatives of Generation Z are characterized by awareness of themselves and their own needs. Young people know about global challenges and are eager to get involved in initiatives to improve the world. Companies that support Sustainability, work for local communities or create an inclusive work environment are particularly attractive to them, as working for them is not only a source of income, but also a space to realize passions and ideals.

Generation Z is looking for jobs where they can grow professionally, and at the same time feel that their work contributes to something bigger. They believe that business has the power to change the world for the better, and they choose employers that are in line with their values, avoiding brands with unethical or harmful images.

Recruitment process

For young people, it is crucial that every stage of the recruitment process is clear - from the detailed job description to the feedback after the interviews. The talks should be concise and provide valuable content quickly, with the added advantage of being online to save time and increase convenience. Lack of communication or its delays during hiring are sometimes interpreted as a lack of professionalism on the part of the company.

Young candidates expect personalization - a mass approach doesn't work. They want to be treated individually, so it makes sense for recruiters to tailor the process to each candidate's unique characteristics and competencies.

Employers should also ensure that they are frank and open with candidates. In managing Generation Z, it is important to be authentic and avoid artificial or overly formal contacts. They want to know what challenges may await them at work, what realistic expectations are for them and what goals the company wants to achieve. Presenting a realistic picture of the company and working conditions can help build trust and commitment at the beginning of cooperation.

Pay attention to the younger generation!

Understanding the characteristics of Generation Z in times of demographic change is not only a challenge, but also a huge opportunity. Investing in their development, creating a favorable working environment and taking into account their needs is the key to building a modern and effective organization.