Understanding Generation Z: Preferences, Dislikes, and Workforce Management

Generation Z, born between the mid-1990s and early 2010s, is reshaping the world with its unique characteristics and preferences. As this tech-savvy and socially conscious generation enters the workforce, understanding what they like, dislike, and how to manage them effectively is crucial for maximizing their performance.

What They Like:
1. Technology and Innovation: Growing up with smartphones and social media, Gen Z is highly proficient in digital technology. They appreciate workplaces that embrace innovation and provide the latest tools.
2. Flexibility: According to a study by Deloitte, 75% of Gen Zers desire flexible working hours. They value work-life balance and are more inclined towards remote or hybrid work models.
3. Diversity and Inclusion: Gen Z places a high value on diversity and inclusion. They are drawn to companies that prioritize equality and reflect a diverse workforce.
4. Social Responsibility: This generation cares deeply about social and environmental issues. A survey by Cone Communications found that 94% of Gen Z believes companies should address critical social issues.

What They Dislike:
1. Traditional Hierarchies: Gen Z dislikes rigid corporate structures and prefers flat organizational hierarchies where their voices can be heard.
2. Lack of Purpose: They are less motivated by money alone and more by meaningful work. Jobs that lack purpose or societal impact are less appealing.
3. Poor Work-Life Balance: A demanding work environment with no regard for personal time is a significant turnoff for this generation.

Managing Gen Z in the Workforce:
1. Leverage Technology: Provide state-of-the-art technology and tools to enhance productivity and job satisfaction.
2. Offer Flexibility: Implement flexible working arrangements to cater to their preference for work-life balance.
3. Promote Inclusivity: Foster an inclusive workplace culture where diversity is celebrated and everyone feels valued.
4. Emphasize Purpose: Align company goals with social and environmental causes. Show how their work contributes to a larger mission.
5. Provide Growth Opportunities: Gen Z values continuous learning and development. Offer training programs, mentorship, and clear career advancement paths.

By recognizing the unique preferences and values of Generation Z, companies can create an environment where they thrive. This not only boosts their performance but also fosters a motivated and engaged workforce, driving long-term success.

To gain a fresh perspective on demtus' workflow, we spoke with a Gen Z team member about their experience and how we can better empower their generation.
That’s how they replied:

Coming from a Gen Z, we are often subject to biases and fixed assumptions that our generation is lazy and unable to tolerate a heavy workload because we didn't grow up in hard times.
I see two paths forward: either having our potential limited by managers with these assumptions or leverage our capabilities to thrive in a constantly changing workforce.

Here at demtus, we chose the latter. By adapting the management style to better align with Gen Z's preferences, we believe that employees like myself can grow in ways that meet our personal objectives while contributing to demtus' mission to make a positive change.
To conclude, here's a small piece of advice from a Gen Z to managers: be part of that change by embracing the unique qualities of your Gen Z employees.