When it comes to managing HR, you need to understand your market, and while you may have got a handle on the Millennials – those who reached young adulthood around the year 2000 – do you know about what’s coming next?
Generation Z (sometimes called the Post-Millennials) are the first generation to have grown up in a truly digital world. They are often referred to as the ‘always-on’ generation. They won’t remember a world without smartphones, and find the idea of being unable to be connected to friends, family and indeed the rest of the world by phone and internet completely alien.
So, have you thought about how you might be planning to attract, recruit and retain this new influx of workers?
The UK also has a severe digital skills shortage, so these young people, with their in-built digital skills are going to be hugely valuable in the workplace. But you need to be aware that their attitudes and expectations around the working environment could be vastly different to the previous generation.
The findings of the Amaze Generation: digital me report which has studied 10 to 15-year-olds over the past five years, are intriguing. It revealed that these young people have developed processes and strategies to deal with the digital world around them, in every aspect of their life from relationships, self-esteem and careers to education, pastimes and shopping.
They are not, as you might have first thought, digital slaves obsessed with taking selfies, instead they are shaping and moulding the digital world around them. See the video here. They are already digital strategists and content editors – though they may not realise it yet – they edit their own personae online and create their own personal brands. They want constant communication, but in a form of their own – they want intimate networks, not intrusion.
What this means to an organisation
As they come into the workplace, Generation Z will already be able to manage their own lives from a smartphone, and be capable of dealing with the latest technologies or new trends quickly. They will be surprised if their workplace cannot do the same.
They won’t be scared of new technologies and processes, they will be able to work around them, not be scared that a new development will take their job away.
You can expect them to challenge communication technologies and processes, as well as ways of remote working – and coming up with their own, probably improved methods of working.
And for HR…
As HR professionals, we will have to be aware that they are used to getting almost instant feedback and will want their working lives to offer positive experiences. They will be looking for the freedom and flexibility to be creative, and will expect to work in an atmosphere where they feel valued and where they can achieve their potential.
So how can you attract these Post-Milennials to your organisation? Well, make sure they know that they can have an input into the way the company works, and that their ideas will be appreciated. You need to ensure they feel like they will have a future with your organisation – managers should have genuine conversations with them, recognise their good work, and offer decent benefits and salaries.
If you commit to investing in these young employees, allow them the freedom to grow and thrive and they will reward you with their loyalty and their talent.
If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR.
T: 07767 308717 or send a message.
Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.