Preparing for a Younger Workforce

ICYMI, earlier this year, we pitted Gen Z vs. Millennials (and every other generation still in the workforce) in a work-style cage match. We discovered that Gen Z, known for their technological fluency and entrepreneurial spirit, brings a fresh perspective to the workplace. 

They prioritize work-life balance and flexibility, often seeking remote or freelance opportunities. They value salary less than every other generation, caring more about whether the work is interesting, values-aligned, and purpose-driven—and doesn’t hurt their mental health. Their exposure to advanced technology from an early age makes them a key asset in carrying any company into the digital age. 

What we didn’t get into, however, is, given that knowledge, what companies should do to prepare for a workforce that’s getting younger and younger. It’s projected that Gen Z will account for more than 27 percent of the workforce by 2024, bringing unprecedented digital literacy, more diversity, and a greater emphasis on mental health to the workplace—and most companies (particularly those operating for decades) aren’t ready. 

Here’s how companies can start to prepare for a future with a younger workforce.

Provide Flexible Work Options

Most Gen Z went to school, attended college, and completed other programs remotely and online during the pandemic—a transition was likely easier on this generation than others due to their unparalleled digital competency. But the pandemic and remote school also set a precedent in their lives that work can be done from anywhere and done successfully. Unsurprisingly, one recent study found that 87% of Gen Z employees want to work remotely. As a result, employers should consider offering more flexible work options to prepare for an influx of Gen Z into the workforce and stay competitive when it comes to recruiting top talent. 

Ramp Up Fractional Hiring Capabilities

A majority (70%) of Gen Zers consider freelancing to be as viable a career option as a typical office job, according to a February 2023 Fiverr study. Gen Z is a generation that celebrates individuality, carving your own path and deconstructing social norms—so this statistic should be no surprise. HR departments should start ramping up their hiring capabilities when it comes to employing independent contractors, part-time employees, and gig workers to ensure they don’t miss out on top talent in the coming years. To find out how, click here. 

Let Them Own Their Work 

On that note, when employers hire full-time Gen Z employees, they should give them leeway to own their work—to tap into and get the most out of that independent, entrepreneurial spirit. This management style will teach them how to think and problem-solve independently, which will only benefit the teams they work for. 

Promote Your Mission, Live Your Values

Growing up in a highly interconnected environment with a front-row seat to the struggles of others and the inefficiencies of the world sprawled across their feed, Gen Z is passionate about social change—and they bring that mentality to their work. To get on Gen Z’s good side, employers should tie their business goals to a deeper mission (i.e. sustainability, diversity, hunger), speak loudly about their values, and ensure they’re living them daily. Click here to read our tips for building a purpose-driven workplace. 

Find Smarter Ways to Recruit 

As digital natives, Gen Z’s primary device for all things in life–from socializing to shopping to making art–is the smartphone, including job-hunting. Ninety-six percent of Gen Z own a smartphone and spend approximately 10.5 hours on the device each day. To catch their attention, employers should think strategically about how to grow their employer brand on popular social media sites like TikTok and YouTube––and consider integrating texting into their recruiting tactics. After all, 86% of Gen Z and Millennials said they like SMS text as part of the interview process.