A Handbook to Recruit, Retain, and Reimagine the Future Workforce after COVID-19

Generation Z has arrived to the working world, and they’re here with their own set of workplace expectations. If employers intend to recruit top talent, they need to be ready to meet the unique challenges this vibrant generation will bring to the workforce. What does an exciting workplace look like to them? What are they really doing behind the blank Zoom screen? How much involvement do they expect from their employers in ethical, environmental, social justice issues?

These questions and more are explored in Working with Gen Z.

FROM AMPLIFY PUBLISHING

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Understanding Gen Z

Using original data from a nationwide survey of working Gen Z’ers, authors Santor Nishizaki and James DellaNeve outline everything employers need to know about this young, new workforce. Their data and knowledge of Gen Z will help determine how best to recruit, lead, retain, and work alongside younger employees.

What’s so different about Generation Z? Isn’t everyone under 40 a Millennial?

Generation Z (1995-2012) is very different from Millennials due to the fact that they are the first generation to grow up with social media and smartphones (FOMO), which have an impact on how they communicate, think, and work.

Gen Z see themselves as multitaskers, private, and tech-reliant.

87% would consider starting a business at some point in their lives.

39% don’t think they need a college degree to accomplish their career objectives.

Like Millennials, they are optimist about their future.

How can organizations recruit and retain Generation Z?

Recruit: Salary, environmentally-conscious, DE&I culture, remote work, positive word of mouth from friends, tuition reimbursement and tuition repayment, personalized onboarding, transparency, strong leadership, and of course, free food!

Retain: On-the-job learning opportunities, advancement, inclusion of input, appreciate efforts, treat with respect/dignity, and the same as recruitment.

The social impact of the company is an important factor of working at your organization (85%).

What’s it like to work with Gen Z?

They prefer to work from home at least 50% of the time post-pandemic.

They like the open office format (yes, that hasn’t changed even though most Millennials hate it once they got it).

The majority of Gen Z’ers from our study plan to change companies 3-5 times in their career.

They like face-to-face corporate training, rather than online.

They would like other generational cohorts to be open-minded and allow them to have a seat at the table.

The majority of Gen Z’ers would be willing to work 40 hours a week to get ahead, while only 12% would work 50+ hours.

87% believe it’s important to have a best friend at work.

What is Generation Z looking for in a manager?

A mentor and coach, multiple check-ins throughout the week (face-to-face), keep them busy (55% stated that manager/company is responsible for eliminating their boredom).

They like having job experiences outside of what they were originally hired for (side gigs within the company).

What’s Gen Z’s life like outside of work?

None of your business!

Gen Z’ers believes that what they do outside of work has no bearing on their day job.

59% of respondents said that they got a side gig on top of their job/internship since the pandemic started.

WORKING WITH GEN Z

This handbook will allow you to keep the competitive advantage in shaping the future of “work” for the newest set of top talent in the twenty-first century.

How has the pandemic impacted Generation Z?

Higher levels and depression and anxiety since the pandemic began.

40% agreed that they haven’t given a full effort since the pandemic started.

49% of the Gen Z’ers stated that working from home during the pandemic increased their level of anxiety and depression (49% as well).

When working remotely, 56% of Gen Z’ers admit to feeling lonely.

65% of Gen Z’ers admitted to struggling with conflict since the pandemic started.

Almost half (49%) of Gen Z’ers employees will not feel safe to return back to work until a vaccine is available.

78% of Gen Z’ers would consider moving out of state if employer would allow 100% remote work.

Do social media trends like bullying, ghosting, and cancel culture carry into the workplace for Gen Z?

17% of our Gen Z’ers surveyed admitted to be a “no show” for an interview, 15% didn’t show up for their first day of work, 11% quit without notice, and 6% stopped contact with their coworkers.

14% of Gen Z’ers admit to someone trying to or succeeding in canceling them, while 19% have attempted to or successfully canceled someone.

70% are concerned about bullying in the workplace.

What does Generation Z think about their Millennial coworkers?

"Enthusiastic and energetic when they choose to be, however they oen can have short spells of being lethargic, lazy, and/or out of touch with what's going on."

"As a Generation Z, my impression of Millennials at work is they are very tech savvy and creative. Most of the time they work hard, but they often socialize with others throughout the workday."

"About half are nice and half are arrogant assholes."

"Millennials tend to stick to jobs for financial reasons, even if it is not satisfying or serving a purpose."

"Millennials are privileged and, in vast numbers, lack the self-awareness to see why they struggle and how their own biases damage others."

"Anxious and self-sacrificing, thin-skinned, bright, sociable."

What does Generation Z think your company should do about the social justice movement?

The majority said that companies should support social justice issues/DEI/Fairness, while a the remaining were split into they didn’t know or to do nothing.

Our study found that 58% agreed that their company did a good job to address social justice issues, while 29% remained neutral.

34% of the Gen Z’ers participated in a protest (May-Oct/Nov 2020).

How has technology impacted Gen Z?

83% agree that it may be difficult for them to not have access to their smartphone while at work.

75% still use Facebook.

73% sleep with their smartphone in their bed.

About the Authors

Dr. Santor Nishizaki

Dr. Santor Nishizaki is the Founder & CEO of the Mulholland Consulting Group, LLC, and has published domestic and international articles about Millennials in the workplace, mentoring, and leadership. He’s excited about his new book, Working with Gen Z: A Handbook to Recruit, Retain, and Reimagine the Future Workforce after COVID-19, to help employers avoid mistakes made with Millennials when they entered the workforce.

Dr. James Rocco DellaNeve

James is a software deployment leader for a $150M project across multiple corporate divisions of a large aerospace firm. He has had multiple positions along his career: forming new teams and departments and defining organizational strategies and structures to work across multiple divisions. He is called to lead Root Cause Corrective Actions engagements on troubled projects as well as consults on strategic initiatives.

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Gen Z Resources Coming Soon!

We are excited to present relevant information in the form of podcasts, articles, videos, downloads and more. Stay tuned!