4 facts about millennials and the generation Z in the workplace

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4 facts about millennials and the generation Z in the workplace

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Millennials and the Z generation in the workplace they are more and more integrated – although there are multiple differences between both profiles. Within companies, generations mix and share the expectations and interests that have marked their respective times.

And for organizations, this translates into multiple challenges to staying true to their identities, but equally attractive to the job market, still mostly composed of millennials and now with the growing development of generation Z.

In order for your company to organize itself to be an inclusive environment for everyone and very well aligned with market trends, we have prepared this post. Let's talk a little bit about everything, below, within the following topics:

  • Who are millennials, generation X, Y, Z and baby boomers?
  • What are the characteristics of millennials and generation Z in the workplace?
  • How does this impact the recruitment and selection process?

So, read on and learn the differences between millennials and the Z generation in the work environment!

Who are millennials, generation X, Y, Z and baby boomers?

The passing of generations is a natural cycle of our maturation. Nowadays, the terms seem more like ingredients of an alphabet soup, but it is easy to understand and apply them to the current context of the job market.

So, let's start with the baby boomers, which are those born between the years 1946 and 1964. It is a high average of UK citizens today, corresponding to just over 30% of the population.

THE generation X, in turn, corresponds to 55 million people. Are the people born between 1965 and 1981, and a generation that precedes the millennials – corresponding to people between 1982 and 1995, about. It is noticed, then, that the millennials and the generation Z – whose representatives were born near the turn of the 20th century to the 21st – translate into the younger generations.

As a consequence of this, we have continuous shocks of methodologies, trends, thoughts and technologies. Millennials, for example, are more inserted in a digital context than generation X, who lives almost a stark contrast to the new social structures that generation Z has encountered since its early years.

Not for nothing, millennials and generation Z in the workplace cause a disruption that, within companies, consists of a balanced work to accept changes, make them palpable for previous generations and set the stage for what the generation current will represent in the future.

What are the characteristics of millennials and generation Z in the workplace?

Putting both generations under analysis can show a little more about the challenge of the HR sector, today, to be an inclusive environment that does not allow itself to stagnate in the face of so many innovations in the market.

After all, generation Z can find a lot more facilities to deal with new technologies, while millennials are still the majority in the job market. It is important to reconcile these two points and, for that, we will see a little more about the average profile of both generations!

1. Leadership positions

Recent research pointed out that, although they are distinct, the more recent generations also have some similarities. The study heard 18,000 professionals in 19 countries, and realized that in the context of ambitions to ascend in the company there are some interesting points.

For example, generations Y and X viewed professional stability more carefully. Millennials and Generation Z in the workplace behave more flexibly about the subject.

For them it's more important to feel good, challenged and valued, within the company, than the idea of ​​taking root without a very solid reason. Taking on leadership positions, therefore, depends exclusively on the attractiveness of the organization to keep these professionals always engaged and interested.

This can be an especially high challenge for companies that do not offer career plans or professional succession plans. When they feel that the company they work for does not promote long-term planning for employees, current generations can move in a different direction in a short time.

2. Entrepreneurship

Generations X and Y look more carefully at the possibility of starting a stable career to start their own business. In turn, this is a thought that comes up strongly among millennials and generation Z in the workplace, but with a difference: they wait for a flexible opportunity.

In other words: it is not enough to undertake as baby boomers did, for example. The digital context explains a lot the ease with which the generation Z reflects on an autonomous performance in the market.

3. Relationship with new technologies

This is one of the most divergent points between millennials and Generation Z at work, as well as people born before that. After all, they are people who have matured around analog processes and in a poorly computerized society.

They are also those that resist revolutionary changes, such as the use of 100% digital solutions and new market trends, such as the home office. It is undeniable, then, that HR must be inserted technologically, but attracting points of interest for generations still getting used to a mostly digital society.

Therefore, it is worth reading further and related to this topic, specifically: we have an article that presents some tips for working on a home office model – something that has become especially common as a result of the coronavirus pandemic!

4. Training within companies

Professional development is viewed with great interest by millennials and the Z generation. For them, the trainings serve to motivate, challenge and engage them to grow in the company and also in the future steps of their respective professional trajectories.

However, there is an interesting balance here regarding the teaching method: Generation Z prefers a face-to-face environment, while Generation X emerges as more interested in online training.

How does this impact the recruitment and selection process?

It is to be imagined that the company, although it has a defined organizational culture and professional profiles designed to fill each position, also has to innovate in its selection processes.

After all, there is still a well-established division of generations in the labor market. And, as we have seen, the youngest consumer dream does not always perfectly match the demand of previous generations.

Hence, the importance of having a definitive recruitment and selection process, whether for attract millennials Or the generation Z. This will help to funnel those interested in the vacancy and also make the hiring more assertive within the expectations of the organization itself.

For this reason, take a look at the tips we selected below to gradually get closer to the most current generation in the market, which, in a few years' time, will be majority and logically in alignment with your organization's processes:

  • present yourself as a multidisciplinary company, focused on digital and multi-platform and integrated solutions;
  • reinvent itself by leaving professionals in more analytical and strategic positions, and less based on mechanical, repetitive and bureaucratic processes;
  • have a defined selection process that tests the candidates' abilities and skills;
  • show the company's professional development plan. Show that everyone's growth and collaborative work are institutional pillars of the organization;
  • demonstrate flexibility in dealing with employees and carefully observe the new trends in your industry and new technologies;
  • focus on brand development as well. Professionals of the current generations like engaged brands and that they identify with them.

Make Generation Z more interested in your organization's profile it is an interesting way to open doors to the future and, still, to approach the previous generational profiles. With planning, care and attention to the different profiles that make up the staff, you integrate everyone in a current model of work, with fewer obstacles and much more collaboration.

Know, however, that it is possible to go further in the work focused on developing your brand for all types of professionals – going beyond millennials and the Z generation in the workplace: by subscribing to our newsletter (just fill in your details in the corner right from our blog) you receive our freshest tips and news directly in your email box! See you there!

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