Entrepreneurs, are you ready to employ Generation Z?


A few weeks ago, I saw a tweet from an HR official showing the bio of a Gen Z man (born after 1996 to 2012) which more or less reads:

“work experience

Honestly, not much since I just graduated, but please see:

April 2011 until now

Game of Thrones expert
I saw the whole series in one weekend.
I was staring at the screen for so long that I was blind in one eye.
– I just got up from the sofa to go to the bathroom and go to snacks.

July 2016 to date.
Stranger Things Expert
I saw the season in two days
– Create a fan on the “RIP Barb” page that now has 25,000 followers on Facebook
I used my ex password for Netflix without him noticing. “

Many of you probably read it as a simple joke and somehow (although it is a real case). But I think he represents the next generation a lot more than we like to admit.

What does a resume like this tell us?

I present to you Generation Z

The letter “Z” or Centennial They make up the generation born in the mid-1990s and early 2000s, the younger generation after baby boomers, Generation X, and Millennials entering the workforce. It definitely houses a group of hyper-aware people due to their access to online culture; It is self-motivated; A digital citizen with an entrepreneurial spirit. But they also have a strong accusation of satire and anti-corporate, as evidenced by the previous biography.

They are faced with great uncertainties – such as the 2008 crisis, the 2017 earthquake and the pandemic – and as a result, they are looking for work that is useful to them. On the other hand, it is a myth that “salary is not the only thing they seek”, because what they really want is financial recognition for their work as well as having a life mission. They want a good two weeks and existential motives At the same time! (Which really shouldn’t surprise us.)

They saw that the loyalty of their parents and older siblings was not rewarded by their employers, so for them loyalty to a company and its cause should be a two-way street and it would be very difficult to retain these employees unless this was understood.

Gen Z acumen can quickly identify the brands of fake or not authentic companies. They need companies that passionately stand up for their principles and defend what they are promoting outside of a marketing campaign or social responsibility strategy whose sole mission is to tax the company.

As seen in the bio, they are digital natives who are able to raise a campaign that gathers 25,000 followers in a few days, but they also find it hard to take a seriously corporate world and separate the virtual space from the real life as well. As a personality in the social networks of your business person. For this reason, it will be necessary to have strong and genuine leadership with them that leads them to understand these limits and to be productive members of society.

GenZ faced major uncertainties, such as the 2008 crisis, the 2017 earthquake, and the pandemic / Photo: Depositphotos.com

Driving for Generation Z

What can make a difference with this generation is that there is new leadership that can be seen as authentic, humane, understanding and at the same time organized, providing training, motivation and above all coherence between what is said and done.

Although there will be young entrepreneurs, who have the ability to connect with this generation in many aspects, it is necessary that they understand, above all, that cohesion is key and demonstrate that one of the things that companies have to work on is transparency as well as models horizontal organisation. As we can see in the previous biography, they do not believe in respect for superiors but in their ability to interest them and spark conversation.

They are a generation that can reach through social networks their heroes, leaders and mentors, and it should not be different from what they expect from their CEO. That’s why you can’t think that they would take functional hierarchies seriously.

HR strategy for a new generation

Talent retention and employee engagement strategies are just a few of the challenges companies will face in the short term.

As Generation Z transitions to traditional business models, HR departments will need to review their strategies and level of transparency when communicating with their employees.

A good example is Buffer, a social media company that was founded in 2010 that publicly discloses their salaries. In 2015, PayScale surveyed employees about job satisfaction and salary. It found that the more information employees had about why they earned what they earned and the relationship between their performance and financial reward, the less likely they were to leave.

Additionally, flexible work models are something many not only are used to having, especially after the pandemic, but they will also feel entitled to claim them.

As we already know, offering flexible working hours and global possibilities to work remotely gives employees a sense of control, particularly in terms of work-life balance. It also increases participation and can help address talent shortages.

CEOs must participate and seize every opportunity to express what they stand for. As the most prominent faces of companies, managers must show solidarity and a true intent to make a difference or else they risk losing all credibility with their younger employees – a serious strategic mistake. For this reason, they must “lead by example.”

Profitability, of course, is essential to running a business. But focusing solely on numbers suggests a disconnect and a missed opportunity to define and highlight a more humane work culture, where the people and the mission are what make the company.

In conclusion, the real challenge facing HR now is to retain Generation Z. Leaders must demonstrate why their employees are making the right decision to consistently choose employment for them.

The struggle to attract the best talent, in a world where there is scarcity, will be one of the most important parts of the chess game of entrepreneurship. Explain the purpose for which the company is working (mission) and create an attractive proposal for them (financial compensation, training, flexibility).

And you, are you ready to work with Generation Z?


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