Generation Z, born in 1995 or later, and who are also known as post-millennials or the iGeneration, are finally entering the workforce.

Completely different from Generation Y – born in the early 80s to mid-90s – or stamped as the millennials, Gen Z individuals are early starters, determined and innovative.

Some think them lazy, selfish and digital whiz kids whose attention span is shorter than a goldfish; thanks to their digital proficiency.

At present, millennials are known for their ability to do things differently, inspiring start-ups and new office trends or policies, such as working remotely and promoting open office plans.

Understanding the entry of Gen Z to the workforce after the millennials is vital for organisations; big or small, so they can adjust to their work expectations, entice them to take up job opportunities, train them and retain them.

Digitally savvy

Gen Z are quick learners hence adaptability to new tasks and skills isn’t an issue for them.

Thanks to apps like Snapchat, Instagram and Vine, they’re accustomed to absorbing information almost instantaneously. Working in a fast-paced environment will be a challenge they crave for.

They’ll do work more systematically too, with tools that enhance their work.

For example, a Gen Z marketing executive who is active on his or her own social media accounts will be able to execute the company’s social media strategies with ease, without much hands-on training.

Their knowledge on creating engaging posts will come almost naturally. Potential employers need only worry about guiding them through understanding the brand image and reputation.

Goal-oriented and realistic

Indecisiveness is not in their DNA. Often times, they’ve identified their goals and they will work hard for it.

They value job stability and don’t job hop as much as their seniors did.

They don’t mind growing with a company and learning the tricks of the trade. Surprisingly, a big salary isn’t on their main wish-list. They know times are hard and it’s good enough getting employed.

Competitive and independent

Their biggest competition is themselves. They usually pit their goal-setting dreams against their own performance.

Unlike previous generations, they are comfortable doing things on their own or as a group. They are multi-taskers by nature.

They can be seen using more than one screen at work and on their headphones while replying to workgroup chats.

You need not spoon-feed them with information because they will most likely find it beforehand.

Albeit their independence, they also appreciate being coached and mentored. Through coaching and mentoring, Gen Zs feel more connected, confident and will perform better.

Innovative and social

Born in the social era, they don’t mind creating a legacy that stands out. Part of their societal nature is to think outside the box and be unique.

With their extensive networks and countless resources, they are exposed to various styles, ideas and inspirations.

From there, they start to develop ideas which can elevate their personal branding. This makes them valuable assets to an organisation because they are able to see beyond the norm to fit the norm.

How will companies adapt to the change?

Other than tweaking job scopes, enhancing work environments, and investing in newer technology – companies should simply address the fundamentals.

Give Gen Zs an overview of the future – they want to know what’s in it for them in the long run.

They want to visualise their career paths and know that they’re in good hands. They care about career advancement and personal development as much as their seniors.

Monthly meetings to discuss work make a good start as team leaders will learn how to communicate better with the younger employees and vice versa.

Managers should also conduct appraisals and give real-time feedback on a regular basis to keep employee performance in check.

At the same time, offer a platform where people can contribute to society; no matter big or small. Gen Zs adore community connections.

HR departments or hiring managers can plan for company activities that give back to the community to raise this interest, for example, street feeding, charity sales or building houses under disaster relief programmes.

Whatever it may be, it’s the shared happiness that matters.

In conclusion, the future is in the right hands of aspiring Gen Zs and established Gen Ys. To achieve balance in the workplace through the new wave is a collective responsibility.

Organisations must understand new needs and existing senior employees must adapt to modern technology and the methodology; including their relationship with a generation potentially smarter than them.

On top of that, hiring managers or HR departments need to be proactive in search of these new talents to elevate an organisation’s structure and growth.

This article first appeared in jobstore.com

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