While businesses continue to struggle with layoffs, an unstable economy, and the pros and cons of return-to-office initiatives, they are also confronting an additional, potentially more significant challenge: integrating and supervising Gen Z hires.

According to the World Economic Forum, Gen Z will comprise one-third of the workforce by 2025. Yet, Tara Salinas, an associate professor of business ethics at the University of San Diego, says recruiting, supervising, and keeping these younger employees will require a different strategy. Although this generation is highly skilled in technology, she stated that companies will need to make up for a distinct lack of other essential competencies for success.

In an article, "Gen Z are digital natives and they've always communicated online, so their interpersonal skills, or soft skills, have suffered," said Salinas. "They took an even bigger hit because of Covid-19, and it has shifted the way that we need to interact with them in the workplace."

According to Salinas, businesses need to rethink how they interact with Generation Z, and social media sites like TikTok and tech tools like ChatGPT could be helpful in this regard. Organizational culture and mentoring initiatives will also be crucial.

Adapting to Gen Z's Digital Workplace Expectations

Although Salinas noted that Gen Z may be the first generation to enter the workforce with native digital skills, it comes at the expense of interpersonal dynamics and in-person communication, which are difficult for them. Companies must meet these workers where they are to manage them effectively and position them for success. In exchange, Gen Z can offer businesses critical expertise in social media and cutting-edge AI tools like ChatGPT.

"From a business standpoint, it's overwhelming that advancements will keep coming," "To Gen Z, it's normal, so capitalizing on that skill set is simply a smart business decision," she further added.

This encompasses making organizational adjustments to meet Generation Z's technological and digital preferences, fostering an environment where they can leverage their digital skills and contribute effectively to the modern workplace. 

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Crafting an Environment that Resonates with Gen Z Values

Although Gen Z has much to offer a business, they also have high expectations. If the company's values conflict with their own, it's one of the main reasons they'll quit. This entails modifying workplace procedures and culture to reflect Generation Z's unique beliefs and standards. 

"A lot of companies see culture as a secondary thing," Salinas said, but with Gen Z, it is front and center. If a company's "culture doesn't align with what Gen Z employees expect, they're going to leave."

Establishing Connections with Gen Z by Mentorship

While remote work and flexibility are still highly valued benefits, employers must recognize that younger employees take mentorship and career development into account when determining whether to join or leave a company. This entails fostering deep connections between seasoned and Gen Z workers to promote growth, learning, and a feeling of community. 

According to Salinas, it all comes down to company culture. Businesses must make mentorship and professional development for Gen Z employees a core part of their corporate culture. Give them the chance to acquire the skills they lacked before joining your organization.

When adapting to Gen Z's digital workplace expectations, here are key aspects to consider:

Technology Integration:

• Digital Collaboration Tools: Generation Z is used to smooth online communication. Collaboration and communication are aided by the use of tools like Slack, Microsoft Teams, and other project management platforms.

• Cloud-Based Systems: Gen Z workers can work from any location thanks to the flexibility and accessibility offered by cloud-based system adoption.

Remote Work Opportunities:

• Flexible Work Arrangements: Flexibility and work-life balance are important to Gen Z. Providing flexible work arrangements or remote work opportunities can improve employee productivity and job satisfaction.
• Virtual Onboarding: Virtual onboarding procedures that make use of technology can facilitate new Gen Z hires' seamless integration into the workplace culture as remote work grows in popularity.

Digital Learning and Development:

• Online Training Platforms: Gen Z is committed to lifelong learning. By giving them access to online training materials and platforms, you can help them stay current and upskill in the quickly changing digital landscape.
• Microlearning: On-demand, bite-sized learning modules complement Gen Z's preference for brief, targeted information intake.

Social Media Presence:

• Employer Branding on Social Media: Gen Z frequently uses social media to assess the values and culture of a business. Attracting top talent can be facilitated by keeping an active and positive presence on social media sites like Twitter, Instagram, and LinkedIn.
• Employee Advocacy Programs: Motivate staff members, particularly Generation Z, to post about their experiences on social media to enhance the employer brand.

Inclusive and Diverse Culture:

• Digital Inclusion: Establishing an inclusive culture requires making sure that digital tools and resources are available to everyone, regardless of individual differences.
• Diversity and Inclusion Initiatives: Diversity is important to Gen Z. Putting diversity and inclusion initiatives into practice and supporting them can help create a happy work environment.

Purpose-Driven Work:

• Corporate Social Responsibility (CSR): Gen Z is frequently socially aware. Businesses that emphasize corporate social responsibility (CSR) programs and demonstrate their dedication to environmental and social causes are more likely to win over this generation.
• Clear Mission and Values: Gen Z looks for meaning in their jobs. Aligning a company's mission and values can be achieved by clearly stating them.

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