3 Ways Gen Z Can Help Our Core Values Evolve
Gen Z — those born in late 1990s to early 2010s — will make up 30% of the workforce as of next year, and feelings are mixed on their workplace preferences and habits. Some say their desires for flexible work reflect a positive priority shift, while others consider it entitled. The reality is, as this generation continues to increase its corporate presence, organizations must adapt. To attract and retain top talent, organizations need to recalibrate their values and stay agile, even if it means scrolling TikTok to do so.
Here are the top three areas of focus I’ve noticed for Gen Z workers that organizations should prioritize in their core values:
1. Provide Ample Learning and Development Opportunities
While Gen Z's emphasis on flexible work has critics assuming they are lazy, research suggests the opposite is true. Seventy-seven percent of Generation Z believe they will need to work harder than previous generations to enact the change they want to see in their lifetime, according to research by Robert Half. Business leaders should foster more opportunities for growth to empower this generation and tap into their potential.
Additionally, 64% of Generation Z cited an opportunity for career growth as a career priority, so establishing a norm of allowing team members to step out of their comfort zone and pursue areas of interest to them is key. Organizations should also consider providing new opportunities for learning and development such as course reimbursement, cross-departmental training initiatives and more.
Related Article: What Does Gen Z Think of the Workplace?
2. Commit to Diversity, Equity and Inclusion (DEI)
Over three quarters of Gen Z say a company’s level of diversity affects their decision to work there. On top of that, 48% of Gen Z are considered racial or ethnic minorities themselves, necessitating companies to make authentic efforts to foster diversity in their workplaces.
While talent acquisition teams may commit to diverse hiring, this is just the first step.
Next, organizations must prioritize and evaluate the retention and growth of employees with diverse backgrounds. Employee resource groups (ERGs), for example, are a great way to give employees space to express themselves among those with similar experiences within the organization. These internal communities are one simple, yet meaningful way for business leaders to demonstrate support for diversity and the overall company culture.
Learning Opportunities
At AvePoint, we launched our global I.D.E.A Committee to celebrate the values and diversity of our team members. I.D.E.A. at AvePoint stands for Inclusion, Diversity, Equality and Allyship, and it is through this committee that we share ways that we can always embody these values as a company.
But this commitment to celebrating diversity can spark different actions across all organizations. The key is to take the time to reflect on your business’s existing DEI practices and elevate them by collaborating and incorporating feedback from leaders within your organization who already exemplify these values every day. With this strong foundation built, future initiatives and goals aimed at accelerating and celebrating diversity can be a springboard to make a meaningful impact within the organization.
Related Article: Are You Developing Diverse Talent?
3. Value Employee Mental Health
Gen Z workers have experienced a 58% burnout rate according to Indeed. As an outcome of poor mental health, this leads to decreased productivity and contributes to quiet quitting. That’s why employers need to take action to ensure their workers feel supported and mentally healthy at work.
At the very least, organizations must provide mental health resources to their employees and consider it the same as access to healthcare. Giving access to applications like Headspace and Calm and offering designated mental health days should be considered an investment in talent which will pay dividends down the road. Leaders can also take actions that reflect the importance of mental health which benefit their teams. For example, I make a concerted effort not to move my stress onto my team members. While business leaders are always going to feel pressure to see the organization succeed, it is vital that we translate this pressure into constructive guidance for our team members.
Gen Z workers entering the labor force bring with them a new set of workplace priorities including commitment to DEI, opportunities to learn and grow in their roles, and a focus on their mental wellbeing. Organizations must embrace these changing priorities as a result, and be agile in their business practices. The diversity that underscores this generation not only comes from the ideas that they bring to the table, but also from the way they view the future of work. As business leaders, we need to view this shift with enthusiasm and in some ways, follow the lead of Gen Z to find the next phase in the evolution of our workforces.
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About the Author
Dux Raymond Sy is the Chief Brand Officer of AvePoint and a Microsoft MVP and Regional Director. With over 20 years of business and technology experience, Dux has driven organizational transformations worldwide with his ability to simplify complex ideas and deliver relevant solutions.
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