Embracing ‘Gen z’ in the workplace
They’re here.
In fact, they have been here in the workforce for nearly a decade. We’re talking about Generation Z – ‘Gen Z’ – individuals born between 1997 and 2012. The oldest will be 28 soon, and the youngest is now in middle school. They are a massive group of individuals comprising 20.7% of the US population. They are also the most diverse generation in US history in terms of race and ethnicity. The Census Bureau reports 49% of them identify themselves as a race or ethnicity other than non-Hispanic white. What they think about the world and the workplace is notably different than their predecessors.
The Workforce Innovation Center of the Cincinnati Regional Chamber of Commerce recently completed a comprehensive study of Gen Z in our local workforce. They are publishing the results in two parts. The first focused on Gen Z individuals on a “university track,” meaning they have completed or are completing a four-year college degree.
The chamber just released their findings for this group, and you can request the full study here. Part 2, to be released in January, will report on those individuals who have entered the workforce without bachelor's degrees.
Part 1 confirms several themes NKY Works has explored. Only 41.6% of Gen Z’ers intend to stay in Greater Cincinnati after they graduate. Many who leave here stay in and around the Midwest. They are also attracted by large metropolitan areas, such as Chicago, New York City, Boston, Denver and Los Angeles. They cite better career and educational opportunities in these locations as primary reasons they leave Greater Cincinnati.
When searching for a job, study participants listed the following as the most important job features:
1. Salary
2. Flexible schedule
3. Culture and values
4. Location
5. Belonging
They listed the least important job features as:
1. Company size
2. Pay
3. Work from home/remote work
4. Political stance
5. Mental health benefits
While it may seem like “salary” as a top feature and “pay” as a bottom feature are conflicting, the study amplified the finding by adding: “If they perceive that a role provides reasonable pay and is clear about growth opportunities in the future, they are willing to take that role.” In other words, well-defined career pathways are important in their job-search process.
Throughout, the study found that Gen Z workers want to be respected and valued by their employers. They care about work, but they care about the world at large, too. They want to have full lives with hobbies, passion projects and deep relationships. They wish employers knew:
They are trainable and comfortable with change.
They want to make an impact on the workplace and the world at large.
They expect clear communication and transparency in the workplace.
They seek open, honest feedback.
They want to be treated as equals even though they know they are young.
The study concluded by offering the following action items that employers can do to attract and retain Gen Z workers.
RECRUIT FAIRLY AND BROADLY • Create accurate job descriptions, without prohibitive requirements • List compensation publicly • Explain career mobility options • Provide systematic support immediately upon hire
ENHANCE LEADERSHIP EFFECTIVENESS & COLLABORATION • Provide direct feedback about performance and communicate with employees regularly • Create a formal mentorship program with authentic mentors who are values-aligned • Provide opportunities for networking and community involvement • Provide training to managers and supervisors
INSPIRE A SENSE OF MEANING & BELONGING • Conduct employee experience/well-being surveys and use data to inform policies and practices • Create a clear connection to the company mission • Focus on creating an inclusive environment • Create statements and policies on diversity, equity, inclusion, and belonging within your organization.
If your organization is struggling to find and retain talent, NKY Works can connect you with resources to address your challenges. Contact us at NKYWorks@NKADD.org or 859.657.WRKS (9757).