![]() It seems as though the benefits of integration Gen Z have found on the internet has resulted in their desire for integration in the working world too. Similarly, Gen Z are the most likely to want to work with a variety of people, with 70% saying it is important to them to work with colleagues of different ages and differing levels of experience – compared with 57% of all employees. In a study by Global Banking and Finance, it was found that Gen Z are most likely to expect a say in the way an office environment is designed (68%) compared with all other employees (54%). This may partially be a result of their strong desire for collaboration and choice. They value face-to-face communication: All in all, iGen’ers are increasingly disconnected from human relationships.ĭespite the majority of Gen Z’s communications taking place online, numerous studies have shown that Gen Z actually prefer face-to-face interactions with colleagues and managers, rather than on email or internal platforms such as Slack or Teams. While this ability to do multiple things at once has resulted in a shorter attention span (an average of eight seconds compared with the Millennial attention span of twelve seconds), this is suits busy work environments and the new form of job role where people are expected to cover multiple aspects of a business rather than stick to what is on their job description. Gen Z are used to constantly switching between various apps while watching a movie, texting while eating, and online shopping while doing homework. Although other generations may label them as ‘addicts’ (which is not far from the truth), this ‘always on’ mentality provides two key benefits for the workforce: the obvious tech-savviness which is useful for a working era which is increasingly relying on tech, but also multitasking. They grew up on social media and spend more time looking at their personal screen than any other generation ( 15.4 hours a week more than any other device). Gen Z do not know a world without broadband, mobile phones and computers, which means that they are digital natives. ![]() They are even more tech-savvy than the Millennials: Many iGen students seem to see their schools as behind the times, irrelevant in a fast-paced world of constantly changing technology. So as Gen Z begin entering the working world, what can we expect them to bring to the workforce and wider society? It gives the impression that the areas in which Millennials were branded as pioneers, Gen Z have been branded as natives. She explores and analyses themes such as social media use and its potential link to the mental health epidemic amongst Gen Z, their views towards sexuality, politics, and religion, their interactions with alcohol, drugs and sex, along with their fears and aspirations. ![]() Jean M Twenge explored the differentiating characteristics of Gen Z in her 2017 book ‘iGen’. Having been born between 1995-2015, they grew up in the midst of the 2008 recession where the focus was on cutting back rather than indulgence the normalisation of gay marriage, gender identity politics and having an African American president and they do not remember a time before the internet, where world events and a variety of people are just a click or scroll away from their fingertips. They rocked the boat for employers in terms of flexible/agile working, use of technology, and the general notion that work should not just be work, it should be fun.īut Gen Z are different. The Millennials are quite firmly in the workforce, taking up 35% of roles ( due to be 50% globally by 2020) despite their fierce fight against traditional working structures and perceived elongation of youth. It is no longer the Millennials which are taking up the attention of every demographer, sociologist and recruiter.
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