3 Things Gen Z Expects from Employers

As we continue our discussion on cross-generational talent management, here's some more perspective from Tristin, our sales and marketing intern. 

  As a recent grad, the job-hunting process was an anxiety-filled process that felt like it would never end. Hundreds of jobs were available, but there were thousands of applicants. As graduation got closer the pressure to find a good job grew. I applied to about 20 jobs a day, some related to my field of study, some that were the total opposite. Some were in my local area, some were out of state, some were remote, and some were in person.  

  As I read through numerous job descriptions and looked up various companies in different industries, many things stood out to me, but one thing was abundantly clear: Lots of companies have an outdated perspective on what the new job force wants and needs from their employers.  

 Gen Z (1997-2012) is said to make up a quarter of the workforce today. Still, many employers do not even realize that Gen Z is of age to be in the workforce and that this generation has different expectations of their employers than millennials and baby boomers.  

Here are 3 expectations Gen Z has for their employers. 

Tech-Savvy  

 I, and many other members of my generation, do not remember a time where I did not have a computer at home. Since technology has always been available to me, I expect my employer to be just as tech-savvy as I am.  

 For Gen Z, a big part of choosing where to apply is the applications process. We expect to be able to apply on third-party websites like Indeed or ZipRecruiter, so all our job applications are in one place, and we can track them. If we must apply on the company’s website, we expect it to be quick and easy. We are past the time where we need to type in our entire resume, have an option to upload a pdf, or have autofill.  

 We expect most of the hiring process to take place online, too. Conversations before the interview can be done through email or even text. Some people prefer an online interview process, but others prefer to go to the company to see what the company is like firsthand.  

 In addition to the application process being online, the onboarding process should be online as well. Paperwork can be done through software so that all information needed can be given before the first day at work. Not only does this make Gen Z feel more comfortable when starting their new jobs, but it can also save a lot of time during the training period.  

Company Culture and Work-Life Balance  

 Instead of living to work, Gen Z works to live the life we want. We are not interested in the 40-hour workweek and not having time to do what we want. We value a healthy balance between work and life, so we have time to enjoy our hobbies, spend time with family and friends, and live life on our terms.  

 We also want to enjoy our time at work. A company’s culture plays a big role in our job search and in our decision to stay with a particular company or not. We value inviting workplaces where everyone feels comfortable and can have an enjoyable time. The office should be a comfortable place to be, not a place to dread going to. 

 There are many ways employers can make work feel less like work, like employee events, relaxed dress codes, playing music, and allowing employees to play their own music through their earphones.   

 Another way to make the workday more enjoyable is the option to work from home. The new workforce was sent home from college and completed semesters of work from home, as well as hybrid classes. We are used to having to be productive at home, and some of us even enjoy it! A hybrid workweek—like 3 days in the office and 2 days at home— can increase productivity and make us less likely to feel burned out. 

Feedback and Professional Development 

 Gen Z values constructive feedback, and we appreciate being told that we are doing a good job. We thrive off knowing that we are going in the right direction and that there’s no need to second guess ourselves. It boosts our confidence and gives us the motivation to keep going. Feedback should be constantly given, and the more often the better.   

 Offer forms of professional development for your employees, whether it's workshops in the office or recommending organizations they can join to make them better professionals. Also, let employees know if there is room to move up in their position or not. Gen Z doesn’t see the point of staying in a company for 10 years when there is no way for us to move up; we don’t want to stay stagnant. Companies should belong to various organizations that allow employees to go to networking events, meet other young professionals, and network. This gives workers a chance to become better professionals, connect with others in their field, and propel their careers forward.