isations struggle to communicate effectively with and develop engaging content for all groups in their multigenerational workforce - ringing especially true with Generation Z. Catering to this more selective attention span is difficult, but not impossible. Based on findings in the State of Attention report, success will hinge on developing content that features “a compelling narrative combined with stimulating visuals and dialogue”.
and programmers, will be entirely educated online. This means organisations must be prepared for a potentially younger set entering organisations well ahead of the traditional “higher education to first job” timeline, and the entrance of a cohort of self-educated, self-starters who are for the most part independent and creative, having built their knowledge, skills and technical credentials outside of the traditional walls of tertiary education. More early-starters in the workplace means a more significant age gap within teams that will also comprise of the many baby boomers working beyond traditional retirement age. Generation Z will, therefore, need to focus on developing relational and interpersonal skills so that they can work effectively with older colleagues and learn from their knowledge and experience. Equally, older generations will need to adapt to new ways of working, embrace new technologies and accept that they may be reporting to people from a less experienced, younger generation.
The top two most important factors Generation Z expert Ryan Jenkins cites for Generation Z at work are “supportive leadership” and “positive relationships at work.” This also reflects the skills that must be taught to future proof the young for a world we don’t yet know. “For Generation Z, technology is a must, but it’s not enough. Serve up the technology they expect while delivering the human element they crave,” says Jenkins. Finally, though Generation Z is the first generation boasting complete digital literacy, studies conducted by Ryan Jenkins suggest they seek human interactions in their place of work. In fact, 72 percent of Generation Z want to communicate face-to-face in a workplace setting..
4. More Entrepreneurial In short, Generation Z desires more independent work environments. According to Generation Z marketing strategist Deep Patel, “the newly developing high tech and highly networked world has resulted in an entire generation thinking and acting more entrepreneurially.” In fact, global surveys have revealed that 72 percent of teens say they want to start a business someday. It is suggested that many of Generation Z’s identifying traits can be traced back to the recession in 2008, from their frugality, to their value of experiences, and increased likelihood to become entrepreneurs.
3. Made up of “early-starters” Studies have revealed that Generation Z greatly values independence and efficiency, and the prediction is that more 16 to 18-year-olds will go straight into the workforce or educate themselves online, rather than seek out higher education if it isn’t necessary for their chosen career path or passion. While employers in mainstream industries have traditionally examined CVs and candidate applications for the citation of relevant university degrees, increasingly some of the most talented self-directed learners in creative fields of the digital economy, such as web developers, hardware engineers
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