In the recent job market, many employers are finding it hard to hire young applicants from the Generation Z age group, popularly known as Gen Zs. According to them, these youngsters are unconventional and not interested in professionalism. Employers are translating this kind of behavior into entitlement or laziness, making them hesitant to hire Gen Z candidates.
They are less inclined to learn professional short courses like front office and coding and rather pick social apps like Snapchat and Instagram as their favorites. The generation born 1997-2012 dismisses traditional tools like Excel and considers Facebook “old.”
Factors That Have Shaped Gen Z Work Culture
Some macro-social movements and systemic issues witnessed in the last decade or so have shaped Gen Z’s identity and workplace politics.
Some of the factors that have contributed to the declining commitment culture include:
- racism and discrimination
- sexual harassment
- gun violence
- climate change
- growing income disparity
Here are the common traits spotted among Gen Zs as to why they are not exactly what employers are looking for:
- Gig Economy
There has been a shift in employee loyalty and commitment from long-term employment in the last 30 years. In the past, people often retired from the same company they started with but today job-hopping culture is a thing.
The jobs are treated as transactional and commitment changes if needs are no longer being served.
2. Tech-savvy
The change in loyalty at the workplace has largely been influenced by technology. Commitment terms have evolved into a service-for-payment making end-of-month salary a thing of the past. Internet has all manner of part-time online jobs making people not dependent on a salary.
Since the young ones are paid per service, it denies them a sense of ownership to the parent company and therefore no commitment is required.
3. Work Environment
Digital technology favors a relaxed, flexible work environment as opposed to the traditional tense workplace.
For example, Gen Z often opts for emojis and voice notes on WhatsApp or Telegram over email formalities.
Most Gen Zs have admitted to working best outside the 9-to-5 time structure. They are claiming peak productivity for them is during unconventional hours, night time, challenging the normal fixed schedules.
They also don’t like face-to-face communication, especially meetings, and prefer video calls or chats.
4. Mental Health Issues
Gen Z’s major challenge is issues to do with mental health. They have been the most vocal generation citing work-life balance. They are often willing to job-hop or quietly quit until they find a suitable place.
Traditional employers view these traits as a lack of commitment and aversion to hierarchy. To them, frequent career changes are unsettling and threaten long-term relationships between employer and employee.
Which Way Forward?
As time lapses, a middle ground needs to be reached so that work productivity is achieved to push forward humanity. Both generations need to find a solution that works for all even if it will mean compromising on either part.
Things like flexibility, improved training, and rethinking traditional power hierarchies should be considered. Gen Z should also recognize that job-hopping and technology they enjoy today are possible because of the “old & rigid” structures. A balance therefore needs to be applied to combine flexibility and accountability.
This is a matter that should be treated as urgent since by 2025, Gen Zs will make up a quarter of the world’s workforce.
