Lyndy van den Barselaar | Managing Director | ManpowerGroup South Africa | mail me |
Generation Z, born between 1996 and 2012, is poised to make up one-third of the global workforce by 2030. This shift is ushering in a new era of challenges and opportunities for employers.
We released a new global white paper titled The Future of Generation Z is in Employers’ Hands. It reveals the pressing need for businesses to adapt their workplace strategies. They must do so to attract and retain this generation of purpose-driven, tech-savvy employees.
Gen Z at work – the forefront of workforce innovation
The report highlights the unique challenges that Gen Z employees face. They are entering the workforce during a time of significant global disruption.
This disruption ranges from the aftermath of the COVID-19 pandemic to rapid digital transformation and automation. Consequently, Gen Z workers are charting their careers in a landscape that feels both unfamiliar and challenging.
As a result, more than half (53%) of global Gen Z employees are considering leaving their current roles in the next six months. Many cite high levels of stress, a lack of flexibility and a desire for more meaningful work. However, they are also the least confident in their ability to find a new job that meets their needs.
Our findings underscore that mental health and well-being are top concerns for this generation. Specifically, 52% of Gen Z employees report experiencing daily workplace stress.
Gen Z at work – the need for greater support
While declining levels of employee engagement highlight the need for greater support from employers, it is not all doom and gloom. Many Gen Zers remain optimistic about their futures. They view career development as a shared responsibility and actively seek opportunities to build their skills.
In fact, 42% view on-the-job training as the best way to enhance their professional growth. Meanwhile, others are seeking opportunities to develop transferable skills to remain competitive in an evolving job market.
Looking ahead to 2030, the report predicts that Gen Z will be at the forefront of workforce innovation. As digital natives, they are likely to lead the charge in adapting to AI and automation. They may also become mentors to older colleagues in remote and hybrid work environments.
Gen Z are growth-minded and skill-hungry
Some of the oldest Gen Zers are already setting their sights on leadership. Research shows they are twice as likely to aspire to CEO roles compared to previous generations. However, they face challenges such as career “scarring”. This phenomenon occurs when prolonged periods of instability negatively affect lifetime career growth.
If employers fail to address their needs today, these challenges may hinder Gen Z’s progress. Generation Z is transforming the workforce. Therefore, employers must adapt their strategies to meet this generation’s evolving needs.
Many organisations are already prioritising key initiatives. These include improving work-life balance, offering flexibility and fostering diversity.
To build on these efforts, businesses should consider the following key actions:
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Personalise recruitment processes
- Use AI-based tools to align candidates with roles that match their skills and career aspirations.
- Provide a recruitment experience that is both tech-forward and human-centric.
- Communicate actively with candidates throughout the hiring process to foster trust and engagement.
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Invest in upskilling
- Offer professional development programmes, such as cross-functional rotations and mentorship opportunities.
- Focus on training employees in emerging technologies like AI and automation.
- Encourage Gen Z workers to build transferable skills that enhance adaptability in a changing job market.
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Foster holistic support systems
- Prioritise work-life balance by offering flexible schedules and opportunities for downtime.
- Provide remote or hybrid work arrangements to accommodate diverse needs and lifestyles.
- Promote Diversity, Equity and Inclusion (DEI) initiatives to create an inclusive and equitable workplace.
- Offer Gen Z-friendly benefits that cater to their unique priorities, such as mental health resources or financial wellness programmes.
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Show career growth pathways
- Develop clear, structured career progression plans that outline milestones and opportunities.
- Provide young professionals the chance to lead projects and contribute to innovation.
- Ensure employees understand how their roles align with the organisation’s long-term goals.
The Gen Z opportunity
By implementing these strategies and building on existing efforts, employers can create an environment that resonates with Gen Z employees, ensuring their engagement, growth, and long-term contributions to organisational success.
Generation Z’s entry into the workforce presents a tremendous opportunity for South African businesses to harness their creativity, resilience and technological expertise. By addressing their unique needs and providing them with the tools and support to succeed, we can secure a thriving, motivated workforce for the future.
