Generation Z, commonly referred to as Gen Z or post-millennial, is currently the second youngest Generation born after the millennials and before today’s youngest Generation, the Generation Alpha. The so-called digital natives are people born from 1997 to 2010. They are the first Generation never to see the world without the internet; unlike previous generations, namely the Baby Boomers, Generation X, and Millenials, Gen Zers are shaped by climate anxiety and the digital age. Having a wide age range, the oldest gen zers now have jobs or are looking for jobs, while the youngest are still in their pre-teens.
The ABCs of Each Generation
Speaking of Generations, have you ever experienced noticing a slight (or perhaps a vast) gap in opinions and beliefs or just overall differences in practice between two generations? Perhaps between you and your parents? Or your parents versus your grandparents?
Generational differences can be evident in many situations, some even in the most mundane things. Look around you; it’s easy to spot someone and know from whom they belong. Such as how today’s generations would instinctively take photos of the food upon serving, how other generations prefer watching the television or reading the newspaper as their primary source of daily news, or even how people spend their free time. Each Generation has a distinct characteristic that sets them apart.
For example, older generations like Generation X are typically depicted as resourceful, self-reliant, and individualistic. On the other hand, millennials value and crave collaboration, are adaptive, and are often task-oriented rather than time-oriented. Like Gen Z, millennials are generally technologically competitive and have witnessed the development and advancement of technology and the digital age.
Although these differences are not something that would stir up debates and arguments, putting everything in one group can sometimes trigger misunderstandings and disputes, putting a halt to attaining successful collaborations. Hence, companies often face challenges that can be easily detangled by creating a healthy environment for their employees to relish the peace of their personal lives, build corporate and personal relationships, and understand their coworkers’ work practices regardless if they are of the same age or not.
Gen Zers Under the Microscope
Putting the spotlight back on Gen Z. Did you know that the latest data shows that over 45 percent of the Philippine population is comprised of Gen Z? And as the first batch of Gen Zers starts their way to pursuing their dream careers and entering the workforce, more and more companies are interested in getting to know the so-called i-Generation.
One of many names Gen Z – iGeneration came mainly due to how the Gen Zers were born and grew up in the presence of advanced technology such as iPhones and iPods. This generation also witnessed the world through the internet and social media. Thus, one of the things that people would describe Gen Zers is how bold and outspoken they are regarding social issues like politics, diversity, and equality. And like Millenials, Gen Z grew up with technology making them highly adaptable to its constant evolution.
Gen Z and Their Impact on the Modern Workplace
Gen Z places a high value on flexible work arrangements and work hours, such as remote employment, emphasizing meaningful work, serious about a healthy work-life balance, and opportunities for personal growth. With a focus on openness, open communication, and a feeling of community, Guided by their strong will to push for diversity and equality, Gen Z is also pushing a shift toward a more inclusive and collaborative workplace culture. Hence, Companies will need to adjust their tactics to recruit, retain, and engage this new generation of workers as more Gen Z workers enter the workforce.
Managing Gen Z
The 2020 data from the Philippine Bureau of labor statistics show that over 11 percent of the Philippine Workforce is Gen Z, which continues to expand. Now that the number of Generation Z continues to expand and will soon be taking over the workforce, here are some things Gen Z expects from their employers.
Warm Welcome and Mentorship
Filipino Gen Z values mentorship and seeks leaders who exhibit approachability, respect, mentoring, competence, fair decision-making, autonomy, and professional and personal development support.
Gen Z is still young. Many of them have only recently entered the workforce. A kind and considerate welcome may go a long way when onboarding recent graduates and new hires.
After the pandemic, numerous companies transitioned to remote or hybrid workplaces. This can be difficult since some companies struggle to provide the customary routines of showing fresh hires around the office or taking them out to lunch.
Diversity and Inclusivity
Driven by their passion for standing up for diversity and inclusivity, it is no surprise that this Generation values a company’s ability to manage diverse teams.
How Gen Z works to achieve healthy work-life balance
If there is something that matters most for Gen Z professionals, it would have to be a good work-life balance. Well-being matters to Gen Z professionals a lot; Gen Z prioritizes their physical and mental health so much that some would choose to stay unemployed rather than be in a workplace with poor-work life balance. Hence they also practice proper health care and, like millennials Gen Z are often task-oriented rather than time-oriented and would allow themselves to enjoy a slice of fun in their personal life after working hours.
The primary factors for Gen Z in achieving work-life balance are corporate values, purpose, and job flexibility. Although Millennials paved the way for greater flexibility and push a healthier work-life balance, Gen Z is determined to make this the new normal. This generation is very attached to their personal lives and pursues careers that allow them to continue enjoying life. They believe that work can serve not only as a means of financial support but also as a source of purpose that aligns with their values. For Gen Z, the ideal recipe for an improved work-life balance involves working for a company that shares its values, engaging in meaningful tasks, and enjoying flexible work arrangements.
How to improve work-life balance
Companies who wish to take a step to prioritize their employees’ work-life balance should consider implementing the following strategies:
Offer flexible work hours- Flexible arrangements such as working remotely allows employees to manage their personal responsibilities better while fulfilling their work obligations.
Set Realistic Workload Expectations- Set realistic expectations and ensure that deadlines are manageable and achievable.
Encourage Time Off and Vacation-Promote the importance of taking time off and using vacation days. Encourage employees to disconnect from work during their time off to recharge and rejuvenate.
Establish Boundaries- Encourage employees to set clear boundaries between work and personal life. Discourage after-hours work communication only if it’s truly necessary.
Train Managers on Work-Life Balance- Train managers on how to support their team’s work-life balance and recognize signs of burnout or excessive stress.
Foster a Positive Company Culture- Create a company culture that values work-life balance and emphasizes the well-being of employees. Lead by example, starting from top-level management.
Monitor Progress and Adjust-Continuously monitor the effectiveness of the initiatives put in place and be willing to make adjustments based on employee feedback.
By prioritizing and actively promoting work-life, employees are more likely to feel valued, motivated, and engaged, increasing productivity and overall satisfaction within the organization.
