Generation Z: The future of work is driven by passion

October 9, 2017 Franco Gementi

Generation Z are those who were born after 1995 and, like any other generation, have very peculiar motivations and expectations in terms of career paths. Generally, they are characterised as young workers who hold less value and prestige about money than previous generations, yet they are the ones who have the strongest entrepreneurial spirit. 

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In fact, more than four out of 10 of those in generation Z are thinking of undertaking an entrepreneurial path (quadruple the amount compared to the percentage of people currently working on their own, which stands at 6.6%) and 63% also firmly agree that ""entrepreneurship"" should be a subject within the school curriculum. The drive of this group to create new jobs for themselves, coupled with the fact that their economic situation often allows them to become less dependent on their parents, is a sign of their strong independent attitude toward professionalism and working habits.

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Here are three of Generation Z’s most important traits:

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  1. Responsibility and recognition
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The young Generation Z, have a clear understanding of goals that need to be achieved and will take full responsibility for their actions, in order to avoid not achieving the desired results. They tend to work hard and stay focused on the task at hand but are also aware of their contribution, and want to feel that it is acknowledged and recognised within the bigger picture. 

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  1. One word: Flexibility
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The need to stay locked in an office from 9am to 6pm does not appeal to Generation Z. Flexible working has become increasingly widespread and our latest study, conducted in collaboration with IDC titled Future Business: Unleashing your Talent, has shown that more and more companies are actively promoting agile working through multiple initiatives (e.g. improving remote access, support for mobile devices such as phones and tablets, and supporting collaboration tools for employees), confirming a clear link between work flexibility and employee well-being. That is why those companies that reject the idea of ​​remote work will probably not attract talent from this new generation, who are   the first to be born into a world that is always connected.

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  1. Global, social, mobile
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The global labour market is the generation Z’s natural habitat. They are prepared to work abroad in international organisations when opportunities arise. Having knowledge of one of or more foreign languages is no longer a plus but a must, even companies are heading in this direction, offering language training opportunities to their employees. Social media and smartphones are also second nature tools for gen Z too. Digital communication and communication are one in the same to them.

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So, what kind of work are generation Z looking for?

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For many positions – particularly in the field of social media and community management, app development, UI/UX design, cloud computing, data mining, sustainability and other green jobs – there is much less competition for generation Z than there is for millennials and generation X, as many of these professions didn’t even exist 10 years ago.

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Generation Z has the advantage of living in an economically and culturally sparkling era, where technology pervades into every aspect of their lives, multiplying their chances of being in a career of their real interests and profound aspirations. Whilst it is true that technology allows for an inter-generational exchange of skills and knowledge, and opens new opportunities for generations X and Y, it is equally true that certain, basic differences between generations will inevitably remain. In fact, the older generations are the ones who have had to wait for retirement to finally focus on their dreams. Many from generation Z, on the other hand, can afford to do so in the present; so, for the next generation of workers, to follow dreams will no longer be a privilege, but a real possibility!

About the Author

Franco Gementi

Franco has deep experience in the Human Resources field, in particular on administrative management processes (in-sourcing and outsourcing) and human resources development, with particular attention to the evaluation of the employee's potential and career development and various aspects related to rewarding policies and training and development. Along the entire evolutionary path, from home made solutions to the current cloud in Human Resources.

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