Young HiPos

Some takeaways

1. Mind the gap

The workplace entrance of GenZ will increase the complexity of managing and working across generations. Managing multi generational teams and different work expectations across generations is challenging.  As an employer you must prioritize generational training to ensure the generational gap at work doesn't continue to expand and result in poor communication, collaboration, engagement, and more.

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2. Increased Desire for Work-Life Harmony

Twenty-eight percent of young employees are frequently or constantly feeling burned out at work, a 7 percent increase over older generations. More specifically, seven in 10 Millennials experience at least some burnout at work. In fact, burnt-out employees are 63 percent more likely to call out sick and three times as likely to quit. Helping GenZ strike the appropriate harmony between work and life will be critical.

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3. Blend of High-Touch and High-Tech

More than 90 percent of GenZ prefer to have a human element to their teams, either working solely with innovative co-workers or with co-workers and new technologies. Even though GenZ is the first fully digital generation, they want human elements at work. Most of GenZ want to communicate face-to-face at work. And the top two most important factors for GenZ at work are "supportive leadership" and "positive relationships at work". For GenZ, technology is a must, but it's not enough. Serve up the technology they expect while delivering the human element they crave.

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4. Evolved Approach to Learning and Development

GenZ professionals know that the skills necessary in today's workforce are different from the skills necessary in past generations. For the generation that is younger than Google, they approach problem-solving and knowledge-sharing much differently than previous generations.  GenZ learners prefer a fully self-directed and independent approach to learning. Online learning platforms are the ideal way to train GenZ.

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5. Video Impact on Recruitment and Employer Branding

GenZ's top platform to learn more about a company is YouTube, Instagram, Facebook,  LinkedIn, Twitter, … GenZ's job search approach is a lot different from Millennials', who prefer to use employment websites such as Indeed and Monster followed by specific company employment websites. YouTube is a must for organizations wanting to build a strong employer brand in the eye of GenZ talent.

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6. More Frequent Feedback

GenZ want multiple check-ins from their manager during the week and require the interaction with their boss to be daily or several times each day. More frequent and better feedback can improve retention. Two-thirds of GenZ (versus less than half of Millennials) say they need feedback from their supervisor at least every few weeks in order to stay at their job. Feedback delivered to GenZ should be prompt (as close to the behavior as possible is ideal), swift (one sentence or an emoji will suffice), and tracked (such as employee feedback portals).

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7. Expanded Importance of Diversity and Inclusion

GenZ feel it is most important to work with people with diverse education and skill levels.  Having people of different cultures is an important element to a team. Not only does diversity and inclusion drive company performance and enhance innovation, but it is also instrumental in the recruitment and retention of next-generation talent.

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