Many Organizations have spent a lot of time managing differences among the various generations in their workplaces. Now, we must prepare for the new group of workers who deserve immediate attention: Generation Z.
Generation Y or the Millenials are the largest cohort since the Baby Boomers which will represent over 50% of the workforce by 2020. Members of Generation Y typically are defined as those born between 1978 and 2000. Research has shown that the latter group of Gen Y have different characteristics and therefore those born between 1990 and 2000 should be placed in a separate group, called Generation Z. Those born since 1990 already represent nearly 7 percent of the workforce, or more than 11 million people. That segment will grow to 20 million by 2015, to 25 million by 2017 and to 30 million by 2019, according to research.
This rise in Generation Z employees will require organizations to gain a greater understanding of these individuals’ background and approach to work. The Gen Z cohort lack interpersonal communication skills, problem solving skills and analytical skills in decision making. The Society for Human Resource Management reinforced this trend evidenced by the June 2013 survey which found that 50 percent of HR professionals believe that 2013 college graduates lack ‘professionalism/work ethic,’ while 29 percent said recent grads lack critical-thinking and problem-solving skills.
Organizations will need to adjust their strategy for recruiting and retaining members of this important demographic. For example, employers will need to engage workers with smaller bits of information in both training and onboarding Gen Z workers. Organizations will also need to explain positions more thoroughly with detailed job descriptions and clear definitions of responsibilities. Organizations will need to eliminate their one size fits all mentality in order to meet the needs of the new Gen Z worker.
Reference: Generation Z: Why HR Must Be Prepared for Its Arrival, 10/3/2013, By Joseph Coombs
