Understanding the Generation Z Asset

An organization’s most valuable asset is its employees. An in-depth understanding of this asset is necessary to elevate performance and development within an organization. The current workforce comprises the most generationally diverse group in modern history. Each generation shares diverse habits, characteristics, and motivators based on shared experiences and influences. Generation Z, the newest generation, is slowly gaining influence in the workforce. Gen Z, born from the late 1990s onwards (Scholz & Renning, 2019), makes up one-quarter of America's population, making this generation larger than baby boomers or Millennials. (Rampton, 2017).

Surrounded by technology from a very young age in a post-9/11, social media, and internet-driven world, the most recent addition to the workforce, Generation Z. Self-identifying as digital device addicts, value independence and individuality, prefer to work with Millennial managers, innovative coworkers, and new technologies (Purdue Global University, 2022). This generation grew up with technology at their fingertips and is comfortable using it in almost every aspect of their lives. Organizations need to understand how technology has shaped the work habits and expectations of generation Z.

In response to this workforce transition, many companies are creating initiatives for Gen Z. These include recruiting campaigns focused on social media use, hiring specific social media managers, and developing in-house initiatives to attract this generation. However, many companies are hesitant to implement these programs because they do not fully understand how to reach and engage them (Scholz & Renning, 2019). Understanding this growing influencer in the workforce will be necessary for organizations to adequately adjust their recruitment and development strategies to attract and manage employees as Generation Z’s influence grows.

The most senior Gen Z member is now 26. Thus, making their current influence on the job market relatively small. However, their impact will continue to grow, making it crucial for organizations to understand how to welcome, motivate, and develop each generation related to the workforce. Organizations must specifically be able to deal with and adjust to Gen Z’s changing (or missing) social skills driven by advancing technologies. (Wiedmer, 2015). Creating a culture that provides the necessary armaments to ensure each generation is considered will help organizations maximize performance and encourage and inspire each generation as it best fits their needs and social interpretations.

References: Purdue Global University, (2022). Generational Differences in the Workplace. https://www.purdueglobal.edu/education-partnerships/generational-workforce-differences-infographic/

Rampton, J. (2017). Different Motivations for Different Generations of Workers: Boomers, Gen-X, Millennials, and Gen-Z. Inc.com. https://www.inc.com/john-rampton/different-motivations-for-different-generations-of-workers-boomers-gen-x-millennials-gen-z.html

Scholz, Christian & Rennig, Anne. (2019). Generations Z in Europe: Inputs, Insights, and Implications. Emerald Publishing Limited.

Wiedmer, T. (2015). Generations Do Differ: Best Practices in Leading Traditionalists, Boomers, and Generations X, Y, and Z. Delta Kappa Gamma Bulletin, 82(1), 51–58.