Generation Z in the workplace: expectations and challenges

Generation Z, born roughly between 1995 and 2010, is increasingly entering the world of work - and bringing a breath of fresh air with them. They are the first generation to grow up entirely in the digital age, shaped by globalization, social media, climate debates and a new understanding of work and life. Companies are now faced with the task of successfully integrating these young talents - while at the same time managing the tension between the generations.

However, the following should be mentioned here as a small disclaimer:

With all the positive and negative aspects and the dreaded "generational clash", it should be borne in mind that not everyone within a generation can be lumped together. Of course, there are also baby boomers with outstanding technical expertise, millennials whose ecological footprint is a top priority and Gen Z's who are happy to work 40 hours a week. At the end of the day, we are always talking about individuals and not stereotypes that we can simply fall back on. Nevertheless, and precisely for this reason, it is worth getting to know potential employees thoroughly.

What characterizes Generation Z

Compared to baby boomers and millennials, Gen Z differs in a few keyways:

1. Digital natives:
   They have grown up with smartphones, the internet and social media. Technology is not an add-on for them, but a natural part of everyday life.

2. Value orientation:
   Gen Z is looking for a certain meaning in their work. Issues such as sustainability, diversity and social responsibility often play an important role in their choice of employer.

3. Work-life balance instead of "workaholism":
   Unlike many baby boomers, who wanted to make a career out of hard work, Gen Z strives for a harmonious balance between work and private life. This in turn often causes resentment among the older generations, who interpret this need as laziness.

4. Rapid feedback & development:
   Regular, honest feedback and continuous learning opportunities are a high priority. For Gen Z, career does not primarily mean advancement, but also personal development. This also includes more frequent job changes than were common in previous generations.

5. Flexibility & self-determination:
   Rigid structures, fixed office hours or authoritarian leadership are often met with resistance. Gen Z wants to have a say, flexibility and a modern management style at eye level.

What Gen Z brings to the table for companies

If you're worried about hiring Generation Z employees, you can quickly let go of this negative thought. Contrary to popular belief that Gen Z is lazy and has no interest in work, companies can actually benefit and learn from them.

The integration of Generation Z offers a wide range of opportunities. Starting with the innovative strength they bring with them. By growing up with digital media, they have been able to acquire digital expertise from an early age and thus bring new perspectives to long-established companies. This promotes innovation and technical development.

At the same time, it is important to realize that an employee of this generation cannot and will not immediately cause a huge upheaval. In addition to being a breath of fresh air, they also have a high capacity for quick comprehension and multitasking. The openness to change can therefore also mean that teams consisting largely of Generation Z react more quickly to new requirements and familiarize themselves with new systems more quickly than was previously the case with pure "boomer" teams.

This generation also leads the way with good ideas and examples when it comes to a company's ecological footprint. They often have a different sense of values than the older team members. Their commitment to social and ecological issues can inspire companies to act in a more sustainable and value-orientated way.

Challenges in team composition from several age groups

It goes without saying that collaboration between generations is not always smooth - and never has been.

Conflicts often arise due to different expectations, prejudices and communication styles:

While baby boomers usually accept hierarchies, Gen Z expects flat structures and co-determination. They want to get involved and not be dictated to "from above". In general, it is important to ensure good communication in mixed-age teams and to cultivate a proper communication culture. Regular feedback may still be unfamiliar to many older generations, but Gen Z considers such 1:1 and team discussions to be indispensable.

Another critical point can be the technological advantage of Gen Z if older colleagues feel insecure as a result. In the worst-case scenario, the tech- and social media-savvy Generation Z can cause older employees to worry about losing touch or even their own job if they find it difficult to deal with new technologies or trends.

This makes it even more important to have open conversations and work together sensitively in order to recognize potential tensions at an early stage and resolve them together.

Five strategies for harmonious intergenerational teams

Targeted measures are needed for generations to work together successfully:

1. Promote cultural openness
   Create a working environment that values diversity - not only in terms of origin, but also in terms of age, gender and mindset.

2. Establish modern leadership

   Managers should act in a coaching rather than commanding manner and facilitate dialogue at eye level.

3. Establish a culture of feedback and learning

   Short feedback cycles, mentoring programs and digital learning platforms support the further development of all generations.

4. Enable flexible working

   Hybrid working models, trust-based working hours and self-determined project work fulfil the desire for freedom and personal responsibility.

5. Actively shaping intergenerational dialogue

   Workshops, reverse mentoring (an exchange format in which younger employees coach their older colleagues on topics such as digitalization, new technologies or current trends) and intergenerational teams promote understanding, respect and knowledge sharing.

_____________________________________________

Generation Z is challenging traditional structures with its expectations and working methods - and that's a good thing. Companies that are prepared to embrace this new generation will benefit from motivated, creative and future-orientated employees - and at the same time create a working environment that is attractive to all generations.