Make Way For Gen Z

Make Way For Gen Z

 The hybrid work revolution. The Great Resignation. Quiet quitting. They are all HR buzzwords of our era. What is clear is the current political, financial, and economic instability we are experiencing around the word has fundamentally provoked a monumental change for young people and their attitude to work. 

Members of Generation Z – those born between 1997 and 2012 – are now entering the workforce. But is the current job market ready for them? Could this be the generation to finally reshape the future of work for good? 

Radically different from their Gen X parents and Boomer grandparents, this generation has an entirely unique perspective on careers and how to define success at work. 

Gen Z, colloquially known as zoomers, has a new career philosophy. They want meaningful careers, not just jobs. It appears culture and values matter more to them than conditions and salary packaging, and therefore Gen Z may single-handily reshape their work culture.

As this group steps onto the world stage, the impact of their entry will be rapid and profound in our job market. They are looking for companies in which they can make a difference.  When your employees have a positive perception of your company practices, it encourages them to stay and grow with you.  Ultimately, Gen Z looks for employers that allow them to be themselves.

Zoomers are set to debut their careers in the most uncertain times. Perhaps the unwillingness to go beyond what’s expected is in part due to what is happening in the current climate, and Gen Z’s strong desire to make an impact on the world around them. 

You might think Gen Z has emerged as an uncommitted, risk-averse, non-entrepreneurial group. Gen Z may have been unfairly labelled as less ambitious than their predecessors – but the research proves that’s not exactly true either. 

What is interesting, by comparison to the Millennial trailblazers, while salary is the most important factor in deciding on a job, Generation Z values salary less than every other generation. Growing up in the midst of a recession and witnessing the increasing instances of automated job roles, Generation Z isn’t likely to partake in the career-hopping behaviour of Millennials, however. 

This generation is rooted in activism. What is important to note is that the mining sector needs to completely rebrand to attract Gen Z talent. Mining companies shouldn’t dismiss Gen Z’s attitudes toward social, and environmental issues. After all, nothing is causing a stir in this realm than the recourse sector’s environmental footprint. To attract and retain the best and brightest of this generation, will require the sector to adopt an entirely different mindset. 

To create the future-proof careers that the next generation is seeking, companies should look to create opportunities to give employees easier flexibility and more varied experience. 

Generation Z are truly digital natives. We must remember they are the first digital generation to grow up with no recollection of a world without the internet. Clunky online applications have the potential to turn off these job seekers before they even set foot in your company. As a digitally intertwined generation, they value technology and its benefits. 

Out of all the generations, Gen Z is the most diverse. They also expect diversity from the organisations they join. They believe in ethical consumerism and corporate social responsibility. Companies that are shown to be taking positive action will find themselves more attractive and more effective in retaining loyal talent. Many workers are rethinking priorities and wouldn’t accept a job with a business that doesn’t align with their core personal values. 

Every generation changes the way we approach our work, from the influx of women into the workforce during World War II to the way Millennials raised awareness of issues like mental health. Leveraging Gen X, Gen Y, and Boomers to help mentor Gen Z into strong leaders can really help make this generation one of our greatest assets.

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