January 9,2024 – Generation Z, born between 1997 and 2012, is entering the workforce with unique perspectives and expectations. Reports state that by 2030, 30% of the global workforce would comprise of Gen-Z population which is why understanding and embracing their needs and aspirations is vital for attracting and retaining top talent from this generation.
In this edition of “The People Weekly”, we will explore some of the workplace slang and the key expectations of the Gen Z workforce and provide insights on leveraging their potential for mutual success.
Gen Z Workplace Slang
“Quiet quitting” refers to employees who disengage from their roles emotionally and mentally without formally resigning. Gen Z employees may resort to this approach when they feel undervalued, underutilised, or disconnected from their organisation’s mission. Creating an inclusive and supportive work environment that fosters open communication can help mitigate quiet quitting and retain valuable talent.
The term “career cushioning” describes Gen Z employees who proactively seek out backup plans and alternative career options to ensure stability and security. They prioritise acquiring diverse skills and building a versatile professional portfolio. Encouraging continuous learning, skill development, and cross-functional opportunities can engage and motivate career-cushioning Gen Z individuals.
“Grumpy staying” refers to employees who remain with a company despite dissatisfaction or frustration. Gen Z employees may choose grumpy staying due to financial reasons, limited job prospects, or a lack of confidence in finding better opportunities. Organisations should prioritise employee satisfaction, engagement, and growth to prevent grumpy staying and foster a positive and motivated workforce.
“Rage applying” is referred to Gen Z individuals submitting numerous job applications due to frustration or dissatisfaction with their current employment situation. Creating a positive workplace culture, providing growth opportunities, and offering competitive compensation and benefits can reduce the occurrence of rage applying and encourage long-term commitment.
Act Your Wage
The term “act your wage” emphasises responsible financial management and living within one’s means. Gen Z employees value financial stability and seek employers who offer fair compensation and opportunities for financial growth. Demonstrating transparency in salary discussions and providing financial wellness programs can attract and retain talent focused on acting their wage.
Bare Minimum Mondays
“Bare minimum Mondays” refers to employees who exhibit minimal productivity or motivation at the start of the workweek. Gen Z employees may experience this due to burnout, lack of work-life balance, or disengagement. Encouraging work-life integration, promoting employee well-being, and implementing flexible schedules can combat bare minimum Mondays and enhance overall productivity.
By understanding these Gen Z workforce trends and terms, you can adapt your recruitment strategies to attract, engage, and retain the best talent from this generation. At PeopleLogic, we are committed to supporting you in navigating these emerging Gen Z trends and connecting you with exceptional Gen Z candidates who align with your organisational values.
Gen Z Workplace Expectations
While Gen Z has its own way of working, they also have high expectations from their employer. It is important to understand these expectations and factor in how they motivate this generation of employees.
Meaningful Work and Purpose
Gen Z seeks more than just a job; they yearn for meaningful work that aligns with their values and contributes to a greater purpose. They are motivated by making a positive impact on society. Communicating your organisation’s mission, social responsibility initiatives, and opportunities for meaningful contributions will resonate deeply with Gen Z candidates.
Unlike previous generations, Gen Z values work-life integration over traditional work-life balance. They strive to harmonise their personal and professional lives seamlessly. Offering flexible work arrangements, such as remote work options and adaptable schedules, demonstrates your commitment to their well-being and helps attract and retain top talent.
Gen Z has grown up in the digital age and is exceptionally adept with technology. They expect modern and intuitive digital tools and platforms to enhance productivity and collaboration. Providing cutting-edge technology infrastructure and fostering a digitally forward culture will facilitate their success in the workplace.
Diversity and Inclusion
Gen Z is passionate about diversity, equity, and inclusion. They expect organisations to cultivate an inclusive work environment that embraces people from all backgrounds. Emphasizing your commitment to diversity and inclusion initiatives, establishing inclusive policies, and nurturing a culture of respect will resonate with Gen Z candidates and enrich your workforce.
Continuous Learning and Development
Gen Z values opportunities for growth, learning, and skill development. They expect organisations to invest in their professional development through mentorship programs, training opportunities, and access to educational resources. By offering ongoing learning and development initiatives, you can attract and retain Gen Z talent seeking continuous improvement.
According to a Deloitte report, 53% of this generation, has already changed jobs in the last two years, which indicates that organisations are finding it difficult to meet their aspirations or ambitions.
Transparent and Authentic Communication
Gen Z appreciates open, honest, and transparent communication. They expect frequent feedback and clear expectations from their supervisors and colleagues. Embracing transparent communication channels and fostering a culture of open dialogue will build trust and engagement among Gen Z employees.
.Gen Z represents a diverse and multicultural group. Understanding their characteristics helps create an inclusive workplace that values different perspectives and backgrounds. Being the newest generation to enter the workforce, they have different expectations compared to previous generations. By understanding their preferences and needs, employers can attract and retain top talent more effectively.
Understanding and accommodating Gen Z characteristics in the workplace can lead to better employee engagement, increased productivity, improved collaboration, and more dynamic and adaptive organizational culture. It’s important to note that while there are general trends associated with generations, individuals within a generation can still have diverse preferences and characteristics.