How to Effectively Work with Gen Z

Generation Z, also known as Zoomers, is increasingly entering the workforce and taking on leadership roles. Managing this `digital generation` presents a unique challenge for HR specialists, especially given that young people now constitute up to 70% of staff in many companies.

According to the generational theory by William Strauss and Neil Howe, Zoomers are individuals born after 1996.

They prioritize freedom above all, prefer remote work, are not inclined to work 24/7, diligently maintain work-life balance, and live by the motto `everything for pleasure.`

Zoomers are characterized by `clip thinking` and thrive in a phygital world, opting for concise and visually presented information over lengthy texts. For instance, an HR director might request a detailed search strategy to be condensed into a single paragraph and sent via messenger, and job offers are now commonly sent to Zoomers via Telegram.

Flexible Work Models

For most young professionals, the work format is a critical factor when choosing an employer.

A recent study by get experts and HSE, involving 2276 young specialists, revealed that 64% are employed. Of these, 78% prefer a hybrid work model, 10% opt for full remote work, and only 9% choose to work exclusively from the office. Nevertheless, one-third of respondents are willing to forgo remote work for `significant financial compensation,` and 23% would do so for a `dream job.` This raises the question of how to convince young talent about the benefits of office work. Elena Vishnyakova, Deputy General Director of Ecoline Group, highlights that the office facilitates quicker access to colleagues and enables swift discussion of important matters. She also shares her personal preference for office work: “When you arrive, you switch to work without distractions; when you leave the office, you switch to personal matters.”

High Job Mobility

If Zoomers get bored, they simply leave. A recent survey indicated that 68% of Zoomers do not see themselves in their current job in the coming year. Only 18% of college students work full-time, often not even in their field of study. While HR professionals once fretted over annual job changes, now it`s common for them to resign after just one month! To retain them, corporations are implementing gamification and offering innovative digital solutions.

For them, transitioning to a new role isn`t stressful but rather an opportunity for new experiences. They are not afraid of being perceived as `job-hoppers,` often changing companies. Unlike Generations X and Y, who were accustomed to waiting years for promotions, Gen Z values rapid results, success, recognition, and the prestige of their job title. For them, fast career development implies changing positions at least once a year.

So, what motivates Zoomers? According to a recent Deloitte study, key factors include an employer`s corporate social responsibility, above-market compensation, a flexible schedule, a clearly defined career path, a sense of purpose in their work, and opportunities for growth.