Z Generation, also known as iGen, the people who are born after 1997 is ready to show their talent in the market. This generation will be the boom for everyone due to their socially and technologically expertise and empowerment. It will be difficult for an HR to retain them as they are the ones who prioritize their comfort level and self-respect the most. This generation needs stability, security and more privacy in their career as they were been into the stage where they have seen their parents loyalty unrewarded by the employers, so loyalty is been a two-way street for them.
Every organization wants the members of this generation as they will
show immense creativity in their work and they are more pragmatic. They are not
much prone to documents, they believes in practicality, especially when it
comes to money. Also, this generation is mostly self – motivated and ‘sky is
the limit’ for them. They want jobs that are meaningful. As digital
natives, they have access to more resources than ever before, and they can
network. This significantly improves their chances of succeeding.
Despite the fact Generation Z is full of digital natives, most prefer
face-to-face interactions. In fact one study reports 53% of Generation Z
prefer in-person communication over electronic tools as they desire to be taken
seriously in their workplace. One more reason could be while writing they use
abbreviations, different emoji’s and slangs which could be a downfall for the
company so it is better to have face to face conversations with generation Z.
It will be difficult but not impossible for an HR to retain the members
of Generation Z. This generation is extremely flexible thus wanting the flexibility
to structure work around their lives. They are independent and can customize
their experience with a click of a button. It is also seen that for them top
most career priority is the work-life balance so that they can give their time
in each and every field in which they found interest.
This generation believe in individualism rather than collaboration. When
they are working hard, they expect to be recognised and valued among everyone
but they can’t share their success with anyone rather they prefer to be judged on their own achievements and
have their individual talents recognised and showcased. This generation wants to be self-sufficient, but they need the tools to
do so. By ensuring they have the correct tools at their fingertips they will be
able to learn by themselves and identify areas where they can develop and
improve. But the company should also ensure that they have the opportunity to
speak out and suggest ways things could be done better so that they feel
participated in the decisions of the company.
Generation Z wants transparency in the salary. This generation does not
believe in hiding their salary from their colleagues rather than this
generation openly discuss the salary with one another. Transparency around how
compensation is structured and how pay decisions are made should be a priority
for all organizations. This generation believes the way the companies
compensate people should be tied to their contribution, their influence, and
their impact on the organization.
Generation Z don’t want anyone teach them or tell them what to do
instead they focus on mentoring. Rather the employers should help them work
toward long-term goals through well-defined markers, but don’t take away the
opportunity for creativity. Even setting goals in advance can turn goal
progression into a game, allowing this generation to “level up” and achieve
amazing things which can make the organization to flourish in the market.
So it can be concluded that generation Z is changing the way companies
function at all levels. They made everyone believe that the employees are
the precious assets of the company. The HR needs to take this to heart and must
adapt and equip themselves to handle the needs of this new generation otherwise
those who fail to do so will simply fall behind in the competition.
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