Gen Z: Getting the best, young talent
Gen Z – people born 1996 to 2010 – are your future staff and future leaders. We’re just starting to hit the jobs market. Many companies don’t have a strategy for attracting, understanding and retaining us. Don’t wait, get ahead.
How? Here are some teasers from our US Embassy-commissioned project on Engaging Generation Z at work across the UK-US cultural divide.
What is Generation Z?
We’re today’s 7 to 21 year olds – supposedly socially-conscious, short-attention-spanned digital natives.
Apparently, we abandoned our parents to be raised by The Internet. Our arms are toned from touchscreen typing and we struggle to accept our faces sans snapchat filter.
Why should you care?
Gen Z do and think some things you never even considered, and might see as crazy. For example, 50% would refuse a job if social media were not allowed in the workplace.
Confused yet? Well, the gap gets even weirder. Think about the difference between 1996 and 2010:
Different eras, different influences, fundamental ungroupability. As our last blog said:
That’s tough without actually using diverse mindsets and opinions, which is why our 2-week project was so great.
What Gen Z wants
We uncovered 5 key, workplace-oriented components underlying the majority of cultural insights into Gen Z. They’re the foundation of our Puzzled Youth model:
The Puzzled Youth model prescribes and unpacks 4 strategic solutions:
- Consider the individual
- Get social
- Ditch the ladder
What’s that? You want more? Well, we did say this was just a teaser.
We’d love to work with you to take you on the tricky path from Z-backwards to Z-pioneering. Get in touch to find out how we might start that journey together.
Ibukun, Lynna, Henry, Dennis, Jake & Ellen, (Young) Braves
Adam, Partner, Reluctantly Brave