Generation Z = Difficult or Different?

As highlighted in previous articles, recruitment and retention of Gen Zs has become a difficult task for organizations. The culture, purpose of their role and the overall vision of the company are important elements they look into when figuring out if they are a good fit for a particular organization. As per person-organization fit model, recruiting individuals who aligns with the company's culture will reflect high job satisfaction ( Westerman, J. and Cyr, L, 2004) .  Figure 1 : An Integrative Analysis of Person-Organization Fit Theories ( Westerman, J. and Cyr, L, 2004) Keeping this in mind, let's look at few tips that can be followed to attract a suitable talent pool from Gen Z members.  Visit Campus Students : Majority students apply for jobs soon after passing out of universities. Therefore, visiting and conducting frequent discussions for university students about the company's mission and vision along with employee benefits can increase the ability to attract a suc...

The uproar of Generation Z employees has started changing the tables already. Following are few of the organisations that have acquired new HR strategies to build a positive friendly workplace for Gen Zs.  Apple (Apple, 2022) Equal pay for all staff despite the gender differences. Attractive pension plans for all staff. Provides impressive medical insurance covers. Apple University : ability to learn the roles, culture and organisational values of Apple. Paid time away for personal pursuits. London Stock Exchange Group (www.lseg.com, n.d.) Work from home opportunities Access and flexibility to use the sports centre both during and off work hours Continuous mental health support  Disability-friendly organisation Easy internal role changes International Business Machines (IBM) (Mangalindan, 2019) Ability to work from home. Many opportunities for mentorship and development with References Apple (2022). Benefits at Apple: We count on you. And you can count on us. [online] Apple...

Leadership is often defined as the organization's ability to drive all employees and the entire system towards a particular goal or objective that leads to company success. In order to achieve this outcome, leaders play a major role and it is mainly their utmost responsibility to ensure that employee performance remains at peak while ensuring job satisfaction and motivation are maintained among all staff members.  Having the right skill to become a good leader is not an easy task. Some have innate qualities that makes them good leaders while others have the opportunity to develop them via trainings. during the past few eras it was the responsibility of the HR professionals to identify people with the right talent and skill to make them fit them leader role. But the outlook of appointing leaders now needs a change with the highlighted matters in the previous articles. Leadership will no longer be only about driving the workforce towards achieving organizational goals, but a lot more...

It is true that organisations should begin changing to accommodate the requirement of Gen Z staff. but does it mean we forget the existence of other generations? Millennials who functioned with a very different system during the last 20-30 years may find it difficult to grasp the new change. Therefore it is important that we ensure  a smooth transition while keeping the millennials on their comfort zone.  How do we achieve this?  One fit for all : NO MORE Multigenerational workforce means a team could be composed of employees with different perspectives, needs and wants. Some may have newly entered parenthood while others may be caring for their parents. Some may be in new relationships while some are going through a divorce. Some may be youngsters with multiple jobs whereas some are looking for retirement plans (Hastwell, 2023). Understanding these differences in priorities and creating a system that can accommodate the different requirements while running a steady func...

W ith the rise of Gen Z workforce, the times have come for a new chapter in the books of HR functioning. All organisations possessed a steady process for recruiting, managing and for the retention of staff. the policies, rules and regulations were all set in stone. but the newly introduced generations no longer believe these to be employee-friendy processes/structures. due to the change in demands, some organizations have already begun looking at few of the following solutions to ensure that workplace provides a sane-free zone for Gen Z employees and to lower the current attrition rates.  Pay salaries well above the minimum wage : some companies even today tend to make a pay scale based on the number of years of experience or the seniority within the departments. However, considering the current situation it would be ideal to follow Adam's Equity Theory which encourages a pay structure based on their input rather than their designation or the seniority in the company. Gen Zs are ...

Gen Z employees have begun increasing in numbers. They are currently one of the most controversial topics in the corporate world as many organisations have faced numerous challenges in handling and retaining Gen Z staff. But are we looking at this equation from the right angle?. Are Gen Z difficult to handle or are they just DIFFERENT?  The two ruling generations in the corporate world are Millennials who are born between 1981 to 1996 and Gen z’s who are born between 1997 to 2012. Gen Z has been recorded as the most diversified generation in the history of US (Kaplan, Z. and Skowronski, J. 2023) and they will make up 27% of the workforce by the end of 2025 (Ghosal, 2023). Although it is still the beginning of their era, Gen Zs have started creating a global scale noise which has brought all organisations to their toes.  I’ve been in the travel field for more than 12 years and the last couple of years have been the most challenging as it was important to accept and understand t...

Generation Z employees have made a sound announcement that they define job satisfaction quite differently to what millennials do. The behavioural, mental and social differences that were highlighted on the previous article opened the topic that Gen Z has their own set of factors they consider as important for career satisfaction.  As per multiple studies conducted, following are few of the key factors that Gen Z places priority on when seeking satisfaction in the workplace.  Big Figures or Financial Stability?  Statistics show that 70% of Gen Zs have recorded salary as the most important factor that is considered when seeking a career. but can we actually influence them with a good pay? Watching how millennials struggled to pay student debts, mortgages and other personal loans throughout their life has caused Gen Z to look out for financial stability starting from their early ages. Is it money that they value or survival?  Millennials in their young age worked for 4...