For Gen-Z workers who are in the early stages of their careers, walking into a new workplace can be an incredibly daunting prospect when surrounded by more experienced employees who are deep into their careers.
The stereotypes of young people having a lazy approach to work are not helping the situation, and there is a clear divide forming between Gen-Z workers and older generations.
Since the younger generation is the future of the workplace, businesses need to understand the barriers that are making Gen-Z resistant to work and learn how to adapt to them if they want to recruit upcoming talent and keep up with the new era of work.
Is Confidence Holding the Younger Generation Back?
Although many are quick to jump to conclusions about Gen-Z being lazy, the reality is often a different matter altogether. A shocking 93% of young people claim to have experienced negative treatment in the workplace because of their age – it’s no wonder that Gen-Z are reluctant to get stuck in. These perceptions can have a big impact on younger workers and leave them feeling judged before they are given a chance.
It is said that 77% of young people lack self-belief in their own skills, and this is bound to have a significant impact on the way they approach work. If they feel like they’re not good enough and worry about how they will be perceived, this can leave them applying to jobs that don’t utilise their skillset fully or push them towards their career goals.
The lack of confidence has created a huge divide between Gen-X and Gen-Z workers. Previous generations were used to working towards their career from a young age, joining apprenticeship schemes or carrying out work experience to get their foot in the door. This is a huge contrast from younger generations who have been brought up more aware of their mental wellbeing and finding a job with a better work-life balance – meaning businesses are having to transform how they are able to recruit.
How Employers Can Rethink Their Approach
If businesses want to keep on attracting the top new talent, they need to adapt quickly to the needs of the younger generation. Since there is now more of a focus on workplace culture and a healthy work-life balance than on going above and beyond to climb the corporate ladder, here are some ways businesses can entice Gen-Z workers…
On-the-job training
Young people looking for a new job are likely to be in the early stages of their career and lacking the experience they need to have built up confidence in their abilities. This is why promoting on-the-job training can be particularly effective – if an applicant knows they will undergo training, they will be more keen to join a company that is willing to invest in their growth.
As well as helping younger workers get hands-on experience in the workplace, it also offers benefits from a business perspective. Offering in-house training means that the new starter is trained according to internal processes and ways of working, rather than experienced workers who may be inclined to stick to processes they have used in the past.
Diversity and inclusion
Nowadays, discrimination is a huge red flag in the workplace, and businesses should be hiring based on skills and experience, regardless of age, gender, sexuality, or race.
With fear of judgment holding back so many young job seekers, having an open-minded company culture will help create a more inclusive environment.
If a business is advertising job roles and talking openly about their passion to create a diverse and inclusive work environment, it is a much more appealing prospect for Gen-Z applicants who are looking for a forward-thinking company that will respect their employees.
Hybrid work model
Since workers were forced to work from home during the pandemic, eyes have been opened to just how much it can improve work-life balance and reduce burnout. The traditional nine-to-five office schedule is no longer the norm, and businesses are having to adapt to the times.
Since Gen-Z is more open and knowledgeable about their mental wellbeing than previous generations have been, hybrid working is becoming more and more common. The combination of working on-site and working from home is an appealing prospect that helps achieve the best of both worlds, and businesses need to listen to the needs of their workforce.
Mentoring programmes
For a Gen-Z employee just getting started in the working world, it can feel incredibly isolating when surrounded by experienced employees who have already built up their confidence in the role.
Introducing a mentoring programme is an effective way to support younger workers and help them get up to speed with their role. By pairing them with a more senior colleague who will be their go-to person for any questions, advice, or issues they may face, they will have a support system at work to help them progress in their career.
Bridging the Gap Between Generations
Gen-Z are not resistant to work because of laziness or entitlement, they are resistant to work because they are faced with negative stereotypes and pre-judgements.
With so many young people lacking confidence in the early stages of their careers, businesses need to create inviting workplaces that offer the support and guidance needed for new employees to thrive.
By understanding the priorities of Gen-Z workers and adapting to the new norms, businesses can recruit the best young talent and integrate them into an existing workforce to offer new outlooks and insights – helping them stay competitive in an ever-changing landscape.
