MORE MALALA, LESS BIEBER.

MORE MALALA, LESS BIEBER.

The arrival of Generation Z to the workplace will trigger seismic shifts.


Right this minute a 22-year-old is walking into an office somewhere on the planet, to interview for her first job.

Buckle up world, for this is no ordinary youngster. This is the feisty Katniss Aberdeen, the gritty Malala, the I-am-more than-my-gender Jaden Smith waiting to happen. These are the first blooms of a generation that the world, quite unimaginatively, is calling #GenerationZ . A demographic cohort of individuals born after 1995. They swipe before they speak. Their eyes and thumbs engage before their heads and hearts do. Molded by the fire of global recession, unemployment and ongoing terrorism, they are fearless but prudent, driven but ruddered, innovative yet realistic. They don’t have questions, they have answers, and the answers come at you at warp speed. Yes, the "Genzies" may well be the most multi-faceted, connected and resourceful generation on this planet. The first of the #GenZies is now old enough to enter the work force. If you are in a #leadership or hiring role in any profession that plans to employ a lot of this breed you might want to shake off the Millennials hangover and kit up for the demographic event of the century.

1. First things first. GenerationZ are not #millennials.

The arrival of Genzies will probably be met with a “Here come the younger Millennials” welcome by the Management and HR Departments of most companies. Big mistake. #Genzies are not Late Millennials. Or Millennials on steroids. Or Millennials anything.Study after study shows that they are more grounded, ambitious and career focused than their older cohort. As the first ever generation to grow up with technology and #social media as pacifiers, GenZies’ also have an umbilical connect with the digital world. Relationships, privacy, information sharing and work mean very different things to a generation that doesn’t feel the need to put on their pants and step out of their homes to socialise, study or play.

2. Genzies are coded to consume in images.

If you’ve ever seen a toddler with a smartphone you’d know what “swipe before speak” looks like. Well, guess what? Those toddlers are now about 2bn. in number and many of them are ‘adulting’. A comprehensive 2015 study by Upfront Analytics says that Genzies watch 2 times more videos on YT and Instagram than even Millennials. Their attention span is pegged at about 8 seconds. Now, take a look at how your Company communicates with its people and you’ll see the brick wall approaching at high speed. Sundar Pichai's address at the Google Developers conference last week was a masterclass in communicating using visual storytelling. I didn't count but it apparently took him 12 slides to reach a 40 word count.

The workforce of tomorrow will have 4 or maybe 5 generations working alongside. From a generation that thinks images and videos are flippant, and best left to ‘Marketing’ to a generation coded to consume in images. And everything in between. Should be fun.

3. Purpose Will Matter.

Purpose is going to matter as much as pay cheque to the Genzie. Their own sense of purpose at work as well as their employers. The visionary Mr. Branson is undoubtedly correct when he says "embedding purpose" will help your business "align with customers who have the same values". I'd humbly add it will also help you align with potential employees who have the same values.

A global study by pwc titled “Future of Work” indicates that 65% of people around the world want to work for an organization with a “powerful social conscience”. A Monster study in the US indicates that 74% of Genzies believe work should have a greater purpose than earning a salary. 67% of Indian GenZies believe that transgenders should have the same rights as others. This generation isn’t dreaming about inclusivity, equal rights or ethical workplaces. They are making it happen. And they will work with companies that share their passion and enthusiasm for a purposeful workplace. Organisations need to do more, much more, to make their “purpose” and role in society is clearly articulated, well communicated and consistently acted upon. 

3. “Don’t make my work interesting. Make my interests my work.” 

More than any generation that preceded it, Genzies will bring their passions and interests to work. A cursory glance at the Instagram page of any 22 year old will tell you that they revel in their multi-faceted life. Their passions define them as eloquently as their education or professional choices. So that Finance professional who is equally invested in being a DJ or the Designer with a flair for dog adoption will expect that their would-be employers allow their multiple interests to grow and flourish at work. The arrival of Generation Z at the workplace is going to be concomitant with the rise of the gig and volunteer economy which means the lines between work, passion and play are set for massive redefinition. A challenge undoubtedly for Managers in the modern workplace but exactly how our 22-year-old #Genzie has lived every day of her life.

Companies, large and small, will be forced to rethink many of their current practices by the end of this decade. There are seismic shifts underway - demographic, technological and geographic - that will force change. Workplaces that get it right will undoubtedly have a better chance of attracting and retaining the most envied prize of them all. The global war for Talent just got more frenzied or, should I say, Genzied!!!

In my earlier role as CEO of many multinational communication groups I have experienced, first hand, the evolution of the workplace necessary to keep pace with new demographics. In my current role as Entrepreneur and father to two Genzies (one of whom will hit the workplace in a few years) all I can say is “the party hasn’t even begun”.

The author is an Entrepreneur in the making. In his corporate life he was CEO of many communication Agencies, in Europe and India.

Janice Roberts

Director Mercy Brown Bag

6y

Great article! Having one of these GenZ's in my house I couldn't agree more. And as I mentor two others I would also go out on a limb and forecast they will make real imprints on our companies and exciting contributions in the years to come!

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Gordon Faehnrich

Manager for Strategy, Innovation + Change // ex. valora AG (Backwerk, Ditsch), Subway, HACK // Founder

6y

With the digital transformation, the wide-spread and easy accessible knowledge plus the reflection of former generations' "old fashioned working ethics", the #GenZies need a classical "drop your tools" opend minded perspective. But that does not mean, submission with representing OUR generations rules is the key :) Your article brings the difference of Millenials and Genzies to the point, thanks!

Jerry Strigle (jstrigle@comcast.net)

CEO & Managing Partner, Atlanta Consulting Partners

6y

Commitment to change will be the focus of peers and managers with the "Zs".

Great article, we definitely need to pay attention to the attitude and predisposition of a generation change.

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