Forbes
Your Future Workforce Is Ready And Waiting
By: Caroline Parkinson
Things were going pretty well for Gen Z. I know because I’m one of them.
The economy was humming along, unemployment was low, and we were on track to be the most educated generation to date. Then COVID hit. Coupled with political and societal unrest, this experience is arguably the most devastating shock of our young lives.
That’s the bad news. The good news is that we are particularly suited to adapt to a global pandemic and a rapidly changing social landscape. We're digitally native, incredibly diverse, socially conscious, and well-prepared to start our careers remotely.
We also now represent at least 24% of the global workforce. And as the pandemic recedes and the economy recovers, we’ll be ready to bring our unique worldviews to the workplace.
I recently completed a remote summer internship at ServiceNow. After speaking with numerous fellow interns, I’ve identified a few takeaways for companies looking to create the work culture Gen Zers want.
Suffice it to say that, pandemic or no, snacks in the breakroom have never been our main concern. We are "conscious candidates,” seeking passion and purpose to inspire our best work.
#1: Cultivate passion
Gen Zers want to talk about more than just work with their peers. We view the workplace as a space to engage with others around issues we're passionate about, inside and outside of work. Sharing passions with coworkers allows Gen Z to feel more connected, especially in a digital setting.
"Being able to advocate for things we care about at work is beneficial to both the employees and the company," says Paco Wong, a quality engineer intern from Indiana University.
Connecting in this way can only happen if v Gen Zers feel comfortable expressing themselves in the workplace.
"Gen Zers like us have slowly realized that we have to feel passionate and excited in order to produce our best work," says Wong. “This includes loving the work that we do but also not feeling the need to hide our authentic selves.”
Leading by example is the best way for managers to encourage workplace authenticity. Have your own passions, encourage taking time to volunteer, and carve out time in meetings to discuss things besides work. And if there's a project a Gen Z employee is particularly passionate about, encourage them to pursue it.
#2: Respond substantively to current events
Gen Zers are constantly engaging with big issues of the day, not only on social media but also among their peers. Companies that ignore or fail to respond thoughtfully to signature issues and events can send the wrong signal. Avoid this with clear communication and dialogue—and make sure that messaging is consistent at every level of the company, starting at the top.
"In my very first all-hands meeting, I got to witness first-hand the accepting company culture. Employees were able to share their thoughts and opinions on pressing social issues, including the BLM movement and Pride Month," says Kylee Kim, a global talent HR care delivery intern from San Jose State University.
Tangible action in response to current events shows employees they belong, regardless of background or position. "When a company embraces core values of diversity, inclusion, and belonging, this allows me––and other employees––to feel comfortable and valued," says Byron Nelson, an ADR sales intern from the University of West Georgia.
#3: Know your why
Purpose is a make-or-break criterion for Gen Zers when choosing a company.
"Whenever I'm recruiting, I always look at what the company stands for," says Wong. He's not alone.
Purpose is the reason an organization exists, beyond just making products or services. It’s what connects employees to leadership, and vice-versa. "At orientation, they talked to us about one of ServiceNow's values—hungry and humble,” says Nelson. “I don't think I really understood its importance until I started working in the sales org and saw how passionate we are about our customers. It keeps me motivated, especially when I'm working remotely.”
In a digital environment, without that in-office buzz and inspiration, purpose is more important than ever to Gen Z's, because it provides a meaningful foundation to work when the bigger picture is harder to see.
Culture wins the talent wars
Put together, these are the things that will create the kind of company culture key to nailing down top Gen Z talent.
“It’s so important to me that I not only enjoy what I do but where I do it and whom I do it with,” Kim says. With remote work becoming the norm for many organizations, these intangibles are an important part of what Gen Zers really want from work.
Creating a purpose-build, passionate culture will attract top Gen Z talent. Just as important, it will unlock potential within employees of all generations.
