We may be living through a pandemic, but there is more to this point in time than being pre-, mid- or post-COVID. The last few years, and the many years ahead, also align with the period during which a whole new generation is starting to enter the workforce. This is the time of Generation Z (Gen Z).
While many Millennials (especially later-born Millennials) have grown up with technology to a degree, Gen Z is the smartphone generation. Technology is integral to who they are how they live. As Gen Zers enter the workforce, they may well have different expectations with regard to their training, professional development and career opportunities than the Millennials, Gen Xers and Baby Boomers that came before them.
We have put together a white paper to explore the different ways employers can appeal to this technologically proficient generation – including how they can provide a learning and development experience that helps their company stand out in the recruitment market and retain the talented Gen Zers they hire.
Who’s Who? Talking About the Four Generations in Employment Today
It may be an oversimplification, but broadly speaking there are four main ‘generations’ of employees in workplaces right now:
- Baby Boomers (people born post-war, from 1946 until the mid-60s)
- Gen X (people born between 1965 and 1980)
- Millennials, otherwise known as Gen Y (people born between 1981 and the mid-90s)
- Gen Z (people born between 1995 and 2012)
Each generation has its similarities and differences, plus some inevitable crossovers at the edges that may cause some people to question on which side of the line they fall (for example, if you were born in 1980, you might feel more comfortable identifying as a Millennial than part of Gen X). However, these generations are helpful to employers and their learning and development teams because the generations provide a rudimentary way to understand the social and cultural experiences that may have shaped employees’ lives and influenced the kind of workplace experience that most appeals.
Investing in Learning and Development to Get the Best Out of Gen Z Employees
Living through a recession, being surrounded by consumerism and materialism, and witnessing evolving forms of technology reshape the working world might all shape the way that people feel about the world of work as they leave school, college or university and seek their first professional opportunity. Providing a working environment that speaks to Gen Zers’ experiences, ambitions, and learning and development needs is a good place to start when recruiting from a generation that has more to offer than its innate understanding of technology.
By investing in cutting-edge training strategies that resonate with Gen Z – including wrapping technological solutions seamlessly into the mix, while also recognising each employee as both an individual and a member of the team – you can futureproof your organisation to appeal to a wide range of talented Gen Zers. As Baby Boomers continue to retire and the Gen Xers and Millennials continue to progress along their established career pathways, there is no better time to understand the needs of Gen Zers and offer a welcoming space for them in your team.
To find out more about Gen Z and how your organisation can improve, refine and enhance your learning and development programme to get the best out of this up-and-coming generation – and retain its expertise long term by offering an unrivalled employee experience – download our latest white paper here.
If language training is part of your learning and development programme for Gen Z employees, we provide a range of online training options that can be tailored to meet the needs of your organisation. To find out more about our digital language training solutions, contact us today.