Before we begin, I want to put a disclaimer on this presentation. The information presented is generalized for the entire generation. Not every Gen Z will fit within this generalization. Also, as with every generation there will be cohorts within the generation.

Millennials are no longer the recent college graduate. 47% are now parents. They own homes and have launched their careers. Gen Z makes up about 25% of the population and will soon, if not already, surpass Millennials as the largest cohort.

One of the main reasons that we look at generations as a cohort is to create an understanding about what shapes a generation. This gives you more insights into the lens each generation is looking through and how they approach different life stages (esp. work and career).

A good way to look at generations is by the common history they share.  This shared history creates their own perspective, all of which are valid. We need to understand where others are coming from and why they think the way they do. So lets take a deeper look at the Gen Z.

As we go on you will see a big difference between Millennials and Gen Z. This is mostly due to who their parents are.

Millennials have Baby Boomer parents, and Gen Z have Gen X parents. Think about how different these two generations are, and what each parenting style is like. Another cause for the difference is the different environment during that time period. 1980 is VERY different from 2012.

Diversity-
Most racially and ethnically diverse generation in the US history.  They have grown up interacting with and cooperating with people from most racial, ethnic, religious, and sexual backgrounds.
Experienced a 50% increase in the multiracial youth population since 2000.  Gen Z will be the last generation with a white Caucasian majority.
They feel that labels such as race, gender, religion, etc. shouldn’t matter- why do we have them
Things that were once taboos such as gay marriage are now a part of Gen z norm
Formative events: marriage equality, first black president, globalization


Economy-
Very different from what Millennials experienced- where they experienced stability and opportunity and were thus told to explore their interests.
Gen Z grew up in the Great Recession hearing how bad the economy was
Saw was the middle class start to go away.  For them- just staying afloat will be a challenge.
Parents didn’t protect them from the realities of the economy
Formative events: Great Recession


Terrorism-
Raised in post-9/11 world
Different kind of war- and one that was closer to home.
Live in a country where you go to school and wonder if someone will show up with a gun.
Online attacks- customer information is no longer safe
No place is safe or sacred anymore
The reality is that this war will never come to an end
Never known a world without war and the threat of domestic terrorism- they crave safety and financial security.
Formative events: ISIS, Sandy Hook

Environment-
More than something to keep clean- it is something to protect and beware of.  
Have watched Mother Nature fight back with natural disasters.
Watching the consequences of environmental neglect start to play out right outside the window.  
Formative events: Natural disasters (hurricanes, flood, tsunami)

Politics-
Gen Z ages 18-21 add up to a potential 14 million votes and big concerns aren't even on politician’s radar (ie health of generation)
Have witnessed nothing but political polarization.  Never known a world where Democrats and Republicans work together.
Want to see government not being about politics, but instead focus on the people politicians were elected to serve.
Formative events: First black president


Celebrity-
Internet famous- Youtube stars come out of nowhere. (remember this is how Justin Bieber was discovered and how Kim Kardashian became famous) For them, youtube stars are just as famous and influential than mainstream celebs (think Kid President, Dude Perfect).  This shows that anyone can be a star.
Want up close and personal interaction with celebrities (Instagram, twitter) and can details down to the minute.  They hear it directly from the celebrities and then can communicate back (comments etc)
Cable TV feels old, limiting, and boring.  When they do watch TV it is on their terms (fast forward through commercials)
They want to customize their entertainment to what they want (i.e Netflix recommendations), and want it to be mobile (Netflix, Amazon, Hulu, apple TV)

Technology-
Plugged in 24/7 with screens everywhere (back seat of the minivan, ipads in schools)
Technology is fully integrated into everything they do. Don’t see a line between physical and digital anymore.  For Gen Z for every physical element, there has been a digital equivalent.
Have access to any bit of information at the touch of a button and unlimited access to each other
This has changed the scope of personal and professional relationships.  Where we don’t see a difference between virtual friends or the ones we know in person
Witnessing the typical teen first job going away
Consider technology an inalienable right for everyone
Formative events: Invention Of iPhone and constant updates


Turbulent world of their childhood helped them become self-aware, self-sufficient, inventive, objective-oriented, and practical. Realist rather than optimist.
Expect major future events- economic, political, or otherwise to impact their worldview.

Boomers as parents:
The goal was to find your own identity- every child was a special snowflake- one of a kind. Boomers instilled a lot of self-esteem in to their millennial kids.
Viewed their children as a reflection of their (boomers) success
Very hands on parent or “helicopter parents”
Every free minute was scheduled- boomers making sure that millennial kids were making use of their time
As parents they didn’t see their kids as much as they wanted to, so they focused on quality time over quantity of time.
They focused on praising rather than punishing.
Talked to their kids about doing what makes them happy- mostly b/c they had worked so hard and then realized that what they had worked for didn’t make them happy.  Told their children to be sure they were doing something that they really cared about.
Were told that whatever decision they made, that they would be great at it.
Led to millennials to be communicative and collaborative; optimistic and idealistic.
 
Gen X- How they were raised impacted how they parent
-Didn’t spend time with their parents- “latchkey” kids. Resulting in them being self-sufficient (made own schedule and meals)
-First generation to adapt to two working parents and two separate homes (US divorce rate tripled during their birth years). Resulting in a view that families come in different shapes and sizes (single parents, blended families)
-TV was their babysitter, introduction of video games. By the age of 20, the average gen X had watched 23,000 hours of TV.
-Economy nose-dived, and as a result was the first generation that was told that they would not do as well as their parents had done.  It was no longer about achieving the American Dream- it was survival
-Independent and survival mentality= skepticism
-Got married later in life to avoid divorce
-Nesting era= Martha Stewart.  The push to create the perfect nest lead them to take out more home equity loans and spend more on remodeling.
-They are not willing to sacrifice their time at home to get ahead at the office.  They push for work-life balance.
-As parents, they may even choose to have one parent stay at home.  1 in 7 stay at home parents today is a dad.
 
So what did this mean for Gen Z:
-They witnessed that it didn’t matter who the breadwinner was, as long as there was bread
-Since they witnessed that a family came in all shapes and sizes- they continued to push this and normalize a home with two moms or two dads.
-Boomers were helicopter parents- X taking it to a new level with technology.  They have apps (Find Friends, ParentSquare) that let them know where their kids are at all times. Protectiveness to a new level. Gen X= “drone” parenting.  They give their children freedom but stay connected via cell phone or other devices.  
-Heros and friends to their children.  83% consider their children to be their best friend.
-Gen x are closer in likes to their Gen z children in taste of music, clothing, activities, and technology.  This has become a bonding area. 71% of parents solicit and consider their kid’s opinions when making purchases; 95% of parents seek their kids opinion when buying products for themselves.  65% of moms said their children influence the purchase of vacations, 32% said home furnishings, and 29% said cars. So very involved in big purchases and decisions. This will lead to Gen Z assuming that they should be consulted on big decisions in the workplace.
-Managers will have to worry less about having their employee’s parents call them, b/c Gen X is a bit more hands off.  They took a step back from rescuing them and allow them to fail. Feel that the best life lessons come from failure. Gen Z will still consult their parents (remember they are their best friend) but the parent will not fix it for them.
-Gen x raised Gen z to be very direct and unfiltered with communication style.  Xers don’t beat around the bush when it comes to telling their kids what they think and felt it was the right thing to do to prepare them for the real world.  
-There are winners and losers. No more participation trophies. Will encourage putting in their best effort, but don’t think they should be rewarded for trying.
-Gen X was skeptical of institutions and felt they needed to figure out their own way- took matters into their own hands.  This includes education. Between 2003 and 2013 the number of American children ages 5-17 who were homeschooled rose 625. From 1999-2013 the number of charter schools increased from 1.7 to 6.2 percent.  
-Gen X told their children to make their own path.  This includes traditional education paths. They should expose themselves to as many different opportunities as possible and to always draw their own conclusions.  
 
While this may sound much more realistic and manageable than the special snowflake Millennials, this is a cautionary tale. Gen X’s push to prepare their Gen z children for the real world has the risk of Gen Z not enjoying the days of just being a kid.

As you can tell from the difference in parenting styles and the world they grew up in, Millennials and Gen Z are light years apart in characteristics.
 
Communication:
Whereas Millennials were very collaborative in nature and pushed for open concept office, Gen Z is at the polar opposite. These workers are very independent and would prefer individual workspace, preferably with a door.
Don’t care for email
Authenticity is crucial- they live in a world where you have to verify you are not a robot, telemarketers are recordings- they appreciated knowing that real people are at the other end of communication
They value honesty and openness.
Their preferred method of communication is face-to-face; however, they view face-to-face communication through virtual video platforms (Skype, Vine, and Periscope) to be effective.
After face to face communication- the next preferred is texting- especially for quick questions or reminders.  They use GroupMe or Kik for group discussions and announcements.
They do not like email or using/talking on the phone, so don't expect them to leave a voicemail.  They would rather go in person. (tell Jordon story here)
Looking for the same level of connection as previous generations, they are just willing to get that through various methods.
 
Career Minded:
This generation has been preparing for a career from a young age and careers are at the top of their mind.
Want to determine their own schedules and career paths
They are entering the workforce when we are in need of their services and technical expertise- they will be in hot demand.
Want flexible working environment and good work-life balance
Have skills- their free time is dedicated to productive and creative endeavors.  Have skills in business, graphic design, video production, and app development.
 
Financially aware:
Will push for student loan repayment as a benefit
Salary is a top priority- which you would expect given today’s cost of living and high house prices
Value financial security and value the satisfaction for a job well done but unwilling to sacrifice a personal life for career success.
They appreciate the value of time as well as the value of money.  They are more willing to pay for previously “free” products and services, as long as these are good quality, easy to use, and generally beneficial. (Spotify & Netflix)
Moving to a freelance economy
Nearly 60% of Gen Z age 13-22 say they are doing some form of freelance
78% of Gen Z (according to Culture Co-op) say that getting a four-year degrees no longer makes economic sense.
Very concerned about their financial futures and cost of college
 
Woke:
They are “woke”- or social aware.  They recognize intersectionality and individuality and dislike labels.  
Discussions about diversity should not leave out economic status or religion
One of the most important issues is equality: gender, sexual orientation, racial.  They don’t want to be held back by old stereotypes, which don’t ring true to them.
They are pushing towards the use of chosen or preferred names and pronouns and are championing social justice causes.
Socially progressive- won't tolerate discrimination.
More accepting and more rebellious- they are pissed about the system they are inheriting
Ready to question and change the world.  They want to change and challenge things, dogmas, best practices.  They want to explore and experience.
 
Connections:
Social media= snapchat and twitter
They expect to be more networked all the time
Like face to face retail just as much as e-commerce.
Increase the use of Video interviewing, instant messaging applications, online assessment tools
 
 
What’s old is new- love vinyl records and even cassettes.  Retro products and pursuits evoke an era of simplicity, honesty, and comfort. Overall, they share many characteristics with the boomer generation- want to work hard, save toward the future, and value security and respect.

Phigital- where barrier between physical and digital as been eliminated.  Gen z does not see a line at all.
In 1995 (when they were born) only 14% of us adults had access to the internet.  In 2014 that number was 87%. They have always been connected.
Assumes that a big technological advancement happens every year.
Could include timeline from pg. 77-78
Know no other world.  They cannot imagine a brick and mortar store not having an online service.  They view them as one in the same.
Digital native-
Gen Z comfort level with technology will make them an attractive candidate, especially for jobs that didn’t even exist 10 years ago. 65% of youth entering school today will work in jobs that do not currently exist.
Companies will need a dynamic presence online with a website as a minimum.  If the company doesn’t have a website- they don’t exist. Active on social media.  91% of Gen Z says that a company’s technological sophistication would impact their decision to work there.  
Will see what they can learn from the company’s online presence before the interview- will look for companies who are on top of their game.  To attract Gen Z- will need to be active online.
Feel that the classic resume is not an authentic portrait of who they really are. You will start to see more video resumes.  Apps like JobSnap will become more popular. On this app they swipe right or left on potential positions. Right swipe sends their profile to the employer, who then either swipes right or left. If you match, the candidate sends in a short video resume, which can be done from their phone.  89% of employers said that they would watch a video resume if it were submitted to them (Vault employee study). This generation feels that videos are more authentic presentation.
Gen X (parents) fought for the first remote work assignments- resulting in generational collisions with more traditional generations.  The door has opened for more and more remote work arrangements.
Gen Z wants to be connected.
Offices- no longer about the “cool” workplace with open concept.  Office was thought to be a place where the culture of the company was created.  GenZ will define culture by who they connect with, whether across the hall or across the screen.
they want to communicate face-to-face at work.  84% would prefer face to face communications with a boss, and 78% would prefer face to face with a peer.  They crave human interaction. Leaders should develop working relationships. If you can’t be in the same room, then still Facetime or Skype (face to face digitally).  Don’t assume they aren’t interested and would prefer a text.
Handwritten communication is impressive to them, so a handwritten note will be cherished.

Hyper Custom:
Used to showcasing what stands them out from the crowd.  Have always had tools to help create a personal brand. The era of acceptance and support has encouraged them to share this brand with the world.
Diversity will be pushed to the limits and will impact their decision on where to work.
Their identity is customized- would check “other” for race; gender not just binary.  No checkboxes- would prefer to fill in the blank
Believe that marketers should have an intimate understanding of their behavior and desires- think Amazon “welcome back Jenny” and recommendations Netflix recommendations.
72% of Gen Z things that colleges should allow students to design their own course of study or major.
Work-
They have spent time building their personal brand and want employers to leverage it.  Have skills that go beyond their position descriptions.
Would like to create their own title at work- customize the job specifically to them.  If responsibilities doesn’t change then what is the big deal- will be a big deal for those generations who worked hard for a title.  They feel like their own title would make them feel empowered. Companies who have done this report that it creates a better connection between the employee and the role.  The individual title kept their job at the front of their minds.
Not entitled- they want to work hard and know they have to start at the bottom.  But growing up everyone has customized to their needs. They will expect this at work too (think training and development).
56% would like to write their own job descriptions rather than be given generic ones.  Again not about entitlement- they feel that a prewritten job description leaves some of their best skills off the table.  This generation has a lot of skills being used on the side that could go unnoticed at work. If they help craft their job description there is a better chance those skills will be put to use.  Weak spots could also be addressed up front through coaching and training.

Realistic-
Their entertainment was things like Hunger Games- about a dark post apocalyptic world.
Realize that life will not be easy- 71%  acknowledge that they are likely to fail before achieving success, and 40% viewed failure as an opportunity to try again.
Believe that if you are going to survive and thrive, you need to get real about what it’s going to take.
They are already worried about the economy and 66% said they are concerned about how their parents are doing financially.
They have established career paths and goals must earlier in life.
84% believe that they have the skills necessary to be successful in a professional environment.
Many are questioning the value of college- worried about the burden of student loan debt.  67% indicated their top concern was being able to afford college. They are also questioning college b/c they funnel you into a predetermined career
Feel that the ones who get the jobs are the ones who have experience, not the ones that aced the test.  Learned that experience trumps all.
80% believe that you need a college degree to be successful, but that it is not the only path.  Exploring alternatives such as the Thiel fellowship and UnCollege.
75% are more worried about getting a job and starting a career than they were about finding a soul mate.
Prefer straightforward, constructive communication. They value honest communication- builds trust.  
Understand that they have to start at the bottom and work their way up.  They will put in effort to prove themselves. They want to pay their dues, but in the most specific way possible.  But they believe that paying their dues is not about putting in the most time- it is about figuring out how to get the job done most efficiently.
Very little sense of entitlement and they desire to contribute


Weconomics-
Never known a world without a sharing economy.
Have more of a traditionalist attitude with finances- wants to save, but believes in leveraging the collective
Believe that delegating should have nothing to do with tenure- it's about who can do the job best.  Trade responsibilities with peers. Concern with this is that they will plateau- will need to invest the time to develop the skills. However, they will have to know that investing in that skill development will not be a waste of time (very efficient).
Want employers to tape into their skills not just the kills they were hired for.  Leverage the collective. Instead of going outside for a project- look in.
Philanthropy- wants to roll up their selves to help out but being responsible about doing so.  (Habitat for Humanity example). They see bad things happening constantly, because they are so plugged in.  93% said that a company’s impact on society will affect their decision to work there. They also want a say in where the charity money goes.
Concerned with salary- put this first.  Want a stable job and paycheck.
Live in a world where the largest taxi company owns no cars (uber); largest accommodation provider owns no property (AirBB); largest phone companies own no telecommunication infrastructure (skype); most popular media owner creates no content (facebook); largest movie house has no cinema (Netflix); fastest growing banks have no actual money (society one, cash app, venmo)



FOMO- Fear of Missing Out
Modern day keeping up with the Joneses
Constant access and connection- if they aren’t connected they feel like something is wrong.  Know what everyone else is doing- if they unplug the world keeps moving without them and at a fast pace.  They feel like the have to stay on top of everything at all times.
Through social media they see items that others have, plus experiences.
All of us are experiencing fomo- we are just older and know who we are, whereas Gen Z is trying to find themselves.
Takes an emotional toll.  Jealousy, feeling left out, inadequacy, anxiety.  All leading to sleep deprivation depression, and a constant reminder of shortcomings.
FOMO will impact career choice too. They may want to pursue multiple paths at the same time.  72% would be interested in multiple roles within one place of employment. Good fit for smaller companies where they get to wear multiple hats.
Will need to offer Gen Z multiple projects to keep them engaged and switching between tasks and the more they are in a different part of the company, the better.  Some companies now hiring for skills and put employees on different projects and when that project is done they move to the next. Long projects will be hard for them.
Not scared of failing- less worried about being perfect.  Would rather take the risk and try something. Could be good to keep teams from overthinking and just going for it, but also bad to make sure they aren’t taking shortcuts on tasks.
FOMO- could lead to questioning if anything is ever good enough- almost like self-punishment.  Can set unrealistic expectations.
Fight fomo by pointing out what Gen Z is learning and how it is unique.  Encourage them to share what they think they are missing.

DIY-
Look at everything through the lens of doing it themselves.
YouTube as a teacher for just about anything
Many were homeschooled- parents DIY their education
42% would rather work on a project on their own rather and get credit than in a team that gets credit (opposite Millennials).
Rethinking the value of higher education- other routes
17% of Gen Z wants to start their own business- but don’t think of it traditional business- they are more the freelance type of businesses.  32% say they have a parent or guardian who has started their own business. 42% say they intend to work for themselves.
Side Hustle- having a business on the side while still being gainfully employed.  ie Moonlighting. Won't try to hide their side hustle and will be very proud of it.  Would love for their company to not only embrace their side hustle, but also promote it.
75% wish their current hobby could become their full time job.  Won’t be losing employees to competitors, will be losing them to DIY.
Recruit for innate abilities or attitude rather than specific job skills.

Driven-
Grew up during the recession and saw people fight hard to keep what they had worked hard to earn.
Competitive- 72% said they are competitive with people doing the same job. (not like the collaborative Millennials)
Not afraid to lose- was taught that if you learn something from the experience, that it was ultimately a win.  Will want managers to take the time to talk to them about what they are learning when they fail- so that it doesn’t happen again, and will drive them to do better
B/c they are driven they will go at a pace that might be hard to manage.  They have been training to make decisions at lightning speed and will not overthink things.  They make a decision and drive ahead. Could ultimately miss out on having an opinion. Need to encourage to take time to form an opinion, think it through, bounce ideas off people, and not feel like they have to make decisions too quickly.  Will need to be mentored – tell them why. Used to straightford information that isn’t sugar coated.
Will want a speedy career path-but understand the aspect of paying dues.  Will try to gain experience in other ways. Companies will need to keep them learning and growing to keep them.  View a career path as a marathon that is also a sprint. Believe they have to keep pushing forward the best and as fast as they can.
Believe that once you have mastered a task- you move on to the next- like a video game. Will need to explain that even though they aren’t moving  they can still be driving forward. Focus on pointing out the learning along the way that is helping prepare them for the future and that it will pay off.  Then they won't feel stalled.
Want to live a healthier life- know they will be working longer than age 67.  Awareness campaigns have worked- less smoking, drug use, alcohol consumption. Lowest in decades.  They are more about what they can be for, rather than against- ie the generation to end smoking rather than against drug use (ie red ribbon week).  Will want the best health care benefits or a workout room,healthy food choices, nap rooms. Health and wellness is part of their daily routine and will expect that from their employers.
Privacy is important- understand that sharing too much can get you into trouble. While they are constantly communicating, they are calculated about who they communicate with.  They are also very careful about what they post and who sees it. Will not overshare on Facebook like millennials- teen usage of Facebook has dropped (this is where the old people are).  Think private communication methods like Snapchat, whisper, or the group feature on insta stories. Also, don’t expect them to share private information with their boss.
Not patient- will need help learning that things take time.  Can work to focus on small wins that lead to the bigger picture.
They are ready to roll up their sleeves and not just fix it, but also put their own stamp on it.



Gen Z has an 8 second attention span. You may be thinking there is no way this is possible, or if you have Gen Z children you are surprised it is that long. In reality, their 8 second attention span is actually a finely tuned filter.  They can sift through massive amounts of information very quickly, and quickly get rid of what’s not relevant to them or what they don’t find interesting (think about clearing out your SPAM inbox- that is their constant reality- they are bombarded with SPAM and have to sift through what is needed and relevant).  If they do find something interesting, they will send a lot of time with it. So you basically have 8 seconds or less to capture their attention.

This generation is very adept at learning things on their own- they have grown up having the answer to any question at the touch of a button. They can learn anything they want by watching a YouTube video. They know a world where everyone can be an “expert”. With Youtube they can customize when it is taught, and the pace it is taught. Plus there is probably a video for every learning style.

Sees memorizing information as a waste of time.  They prefer to progress on a task until they get stuck, then they can quickly look up information to get unstuck and the continue with the task at hand.  Use information on a need to know basis. They customize their searches to get the exact information needed to get the job done, and nothing more.

Sources of information can customized too, and could result in them only being exposed to those who have the same view as they do.  

They are visual learners and have learned this way their whole lives. They don’t do a lot of reading, so to get their attention content has to be highly interesting and highly visual and engaging. Used to a lot of visual stimulation (online video, podcasts, apps, etc).  The messages are active and it fits in their pocket. If they have to zoom in or scroll to read, it frustrates and bores them.

If we look at the role of the teacher, it has shifted from one who delivers knowledge, to a coach/guide on the side who helps guide them through information.  Gen Z sees knowledge as fluid, which will make front of classroom teaching difficult.  

Snack media- want to be entertained in bite sizes.  Have an 8 second attention span and are used to getting information in bites. Want information to be instant and in 200 characters or less

They place a priority on how fast they can find the right information. They learn to make choices by speed reading.  They will seek lots of details too, but they want it in an easily digestible format.

Video length should ideally be 30 seconds, 2 minutes is long and they start to get bored. At 6 minutes you have lost them.

Think flipped classroom. Learn best by creating and hands-on experiences to reinforce online learning.

As with every generation, there are gaps in actual skills v desired skills. Gen Z is no different. After looking their background and characteristics, here are some of the identified skills/knowledge gaps.

Writing
This is the Emoji generation- replaced words with symbols.  Gen Z thinks that communication should be personalized through emotion and visual stimulation. While Gen Z is mentoring family and friends on how to use and not use emojis, this writing style is very different than workplace communication. Gen z will also need help with spelling things out, as most of their communication have abbreviations.
 
 
Communication
Will need help developing real authentic communication.  They will need to learn how to communicate on their feet. If everything is edited and touched up, they won’t learn about genuine conversations.  They will need to learn the art of listening and responding.
 
 
Soft Skills
Need help learning soft skills like reading facial expressions and picking up on verbal ques, and other basic emotional intelligence skills. Remember- if most of their communication is digital, they haven’t had to utilize these skills.
Because they are so independent, they might need help being more collaborative
Because they can fine turn their searches, it is easy to surround themselves with people who think like them. They will think that their opinion is right and think there are no other points of view to consider.  Need exposure to different thoughts and ideas. This could be done at work through the use of rotations and cross training.
Because they are so private, it can lead to a lack of sharing, including information. They are more competitive than previous generations and will try to keep that competitive edge. Also need to watch for buried mistakes- they haven’t been primed to share bad results (what do you share on social media- only the good).
Will need help determining credible sources of information- The answer might not be the first hit on Google- they may have to go to the unknown land of the 2nd page!
Better at finding information than analyzing it- will need to be coached on taking the time to get all the information.  But don’t worry- they won't be trying to cheat- plagiarism has been drilled into them from a very young age
 
 
Professional Skills
B/c of the recession- many did not hold entry level jobs- so more inexperienced that previous generations
They don’t read emails- seriously they don’t read emails.  They prefer text. Even a screenshot of an email sent as a text.  Need help understanding the importance of checking email and email etiquette.
Social media has blurred the lines between what is public and what is private- so there should be a careful review of policies and practices regarding privacy and information sharing
Because there are no filters- everything is posted all the time.  Gen Z employees may need help prioritizing.
Don’t assume they are multitasking.  They excel in task-switching- going from one task to another almost seamlessly.  Will need help breaking down assignments into more manageable tasks.
 
Other-
Rates of depression among adolescents are increasing substantially.  They are significantly lonelier than any other adult age cohort. Make sure that psychiatric resources are available and promoted, and efforts to encourage in person connection

61% said they would stay at a job for more than 10 years, and 31% of the 61 said they would be willing to stay 20+years.

This privacy will also translate to space- will prefer an office to open collaborative workspace.  Want to work independently- believe the saying “if you want something done right, you do it yourself”
35% said they would rather share socks than a workspace. This is why many will be interested or ask to work remotely.

This generation has a thirst for learning. They want a company that offers regular training and development, security, and substantial holiday allowance (who doesn’t). They have big plans and wants a job that will help them get there. 3 out of 5 job seekers say career advancement opportunities are among their top considerations when deciding where to take a job, and career advancement is not just promotions and raises- it is increasing their skills and professional development. It will be important to educate them about the development opportunities we offer. This has become such a big component of the job search that Glassdoor just launched an On-the-Job Training Finder search tool, which highlights organizations development programs to prospective employees, and allow candidates to search for jobs based on learning opportunities.

 
Custom-
62% would rather customize their own career plan than have the organization lay one out for them.  Laying out a prescribed career path feels boxed in. They assume that career paths are one of a kind and personalized.  Helping them create a custom career path is a must. While it is more work up front, Gen Z will be more engaged and take more ownership b/c the job feels like it was customized to what they were looking for.  This custom career path could help managers focus on results that match the individual not just the position.  The more customized the career path, the more the employee can be pushed to hit results that truly match their capabilities and not lumped together with everyone else. They also don’t really have a choice but to customized their career paths since many of their future jobs have not existed before. They are looking for help in mapping this career plan and what it will take to be successful.
 
 
Learning-
This generation is used to learning on their own, so they will expect learning to be self-directed and experiential. For online learning, you cannot just take printed materials and repurpose online. Online delivery needs to be interactive and gamified. They want content that is fun, interesting, and real. Want online experiences to be intuitive, seamless, and error free. And want training to be mobile enabled so they can access it anytime.
With their practical attitude and career focus, they prefer on-the-job mentoring over classroom training.  They are looking for real world development opportunities.
They are entrepreneurial and goal oriented, so it would make sense that they might be interested in professional certification programs
 
 
Relationships/Mentoring-
They want a trusted mentored with a deep authentic connection- not just someone to give them advice.  Their parents showed them how to cope, they didn’t hold back, and they learned to be resilient.  They will still need help with the going gets tough. They respond well to face-to-face mentoring
 
 
Skills-
Gen Z will push to uncover more skills within employees that aren’t a part of the job description.  Then source things in house rather than externally. Will need to learn when it is best to outsource
 
Culture-
Want to work for a company that align with their values.  They regularly volunteer and 60% want jobs where they can make the world a better place. They see their place of employment  as one of their main vehicles and partners to do just that. Want to make a difference- 75% reported that they are motivated simply by knowing that what they are doing in any aspect of their lives is making a difference for someone else.
They want opportunities to work on exciting projects, and contribute to the company’s commitment to the community.
The important characteristics they want in future employers: treating people with respect, ethical behavior, fair compensation and promotion across all employees, open and transparent communication, wise business decision-making.
Remember, equality is extremely important to Gen Z. They value employers that provide equal opportunity for pay and promotion, along with opportunities to learn and advance professionally.
AT the end of the day, they care about working with great people- want an opportunity to work on good projects with people who work hard and support them.

Current leaders= 36% have had no training and 42% have been prepared to “some extent” for possible challenges in management.  The bulk of preparation is being told go get on social media and find out what young people think in the workplace. 55% of leaders are worried about managing these strong minded, go-getters. And 78% of managers are ill equipped to manage this generation and juggle their wants against conflicting needs of other generations
In order to prepare these leaders for the incoming generation, they need to learn more about the generation, and how to manage their expectations and needs.
Expectations:
20% of Gen Z are put off by a manager who is slow to respond.
Strong desire for managers to listen to their ideas and value their opinions.  They want to feel like their contributions mean something.
Want to know why they are expected to do a certain job, want feedback as they perform, and want to be thanked when it is over.
Most Gen Z workers (61%) want their supervisors to listen to their ideas and give their contributions equal time and 65% of Gen Z workers also say that their coworkers and supervisors can enable their best work.
Feedback- will expect customized feedback and will want it frequently- even more frequently than daily- project by project and task by task.  They will assume that everything they are doing is being tracked (the case in K-12 and parents can log in to check progress) By not having this they could feel like something is broken.  Not having constant feedback will be stressful b/c they don’t know where they stand. Project management tools- track task completion. Will feel comfortable with this level of monitoring. REMEMBER THIS IS HOW THEY’VE BEEN RAISED.  They aren’t looking for long chatty conversations- just quick and to the point feedback. 67% are comfortable with having their manager check in on them, but only for five minutes or less.
 
Needs:
Will not look to their bosses for answers first- will look online.  But will need their bosses to help them verify and validate that information.
51% would prefer face to face communication with their supervisor and coworkers. They need that authentic connection.
Used to figuring things out on their own- so may assume their definition of a project is correct and run with it.  In busy times it will be easy to get used to Gen z going off and getting things done on their own, but will need to be careful that they don’t get too far down the wrong path before a misinterpretation is caught.
Dedicate time to coaching and mentoring them individually and as a team.  Use this opportunity to listen, congratulate, and encourage.
Check in with them regularly rather than relying on phone or email.  Invite them to present in meetings and encourage them to take the lead- this will help face to face communication skills.  Gen Z admits they want to learn this skill. Winning individual success is important.  They will want acknowledgement for their own achievements and to be rewarded financially.
Breakdown feedback into bites- broad statements about performance that spans months or even a year will be difficult for them.  Prefer feedback project by project and task by task.
 
 
Suggestion for Gen Z supervisors:
-Teach the basics-good work habits and skills that will serve them will in any job
-Show them the money-they value making more money and doing well over the other perks you are offering
-Let them know they are valued
-Be clear about the next (career) steps
-If promotions are not available, make sure growth is an option
-Gen Z is pragmatic and not shy about moving on
-Be patient- they will need guidance and training
-Empathize- remember when you were just getting started
-Give stretch assignments- they want a chance to prove and challenge themselves
-All your actions matter- they pay close attention to how you conduct yourself
-Don’t expect that they will figure everything out-set clear expectations and offer incentives and examples.  Specific feedback and judicious correction are important. Listen and understand where they are coming from
-Remember to be respectful and kind
-Be available to your Gen Z employees- encourage them to ask questions
-Build confidence- be available for teaching moments, acting as a sounding board while trying to evaluate and make decisions
-At the end of the day- their success is your success

With this generation we will have to incorporate content they want with content they need in order to keep their attention and achieve the desired training results needed for development.
 
This generation has extreme information overload. They delete emails just by looking at the subject line.  Ignore messages that are text heavy. We will need to keep messages short and to the point, with clear subjects, and organize the content with bullet points and headings.  They love interesting pictures and videos, and visually based social media platforms. These visual learners will need highly visual training manuals and videos.  In general they don’t read emails, so create short videos to get their attention (nothing over 2 minutes- after 6 they are gone) Consider using various media to recruit- recruitment videos, targeted social media, online polling (pre event), hashtags, group texting, face to face, and refer a friend incentives.
 
 
Fun Sized Learning-
For a generation with an 8 second attention span, we will have to eliminate the firehose approach that pushes too much content at them in short amount of time. They will struggle to sit and listen to long lessons together at the same pace, In fact “one in ten Gen Zers claim they would rather read the full iTunes terms and conditions than attend formal workplace training”  Note though that they discussed that they will be hungry to learn skills that can help them get ahead. So It's about not having to learn in long, lecture-based training with no room for customizations.
So, break the curriculum down into as many smaller pieces as possible instead of a long training session. By breaking it down, they will feel more of an accomplishment at the end rather than a sigh of relief that it is over.
Create opportunities for short term involvement- Could us an online platform to bring people with similar interest together for one off involvement (think Meet Up style).  This could be focused on a very specific interest area
56% of Gen z thinks that onboarding should last day or less. As we onboard more Gen Z employees, onboarding processes may need to be re-evaluated.
They will push for a more of an on-the-job approach, companies should consider building more just-in-time learning segments that employees can access on an as-needed basis, including short videos featuring subject matter experts.
 
Digital
Devices are now considered part of the design in high schools.  ¾ of high school students believe that using a mobile device in the classroom allows them to “learn in a way that’s best for them.” When designing training think about ways to incorporate device user. We would rather them use their device to be engaged, rather than disengaged.
Gen Z will also increase the use of online repositories, which includes vetted resources on a variety of leadership topics.  This can include internally developed items, or external items such as TED Talks, iTunes University videos, podcasts, and informational websites.  This would be ideal for task-oriented components of leadership such as running a meeting or setting goals.
Remember, this YouTube generation doesn’t mind learning on their own, so consider offering classes in multiple formats.
 
Video
It is estimated that 25% of Gen Z posts an original video weekly.
Using videos to share information will be welcomed by this generation; however, creating compelling videos will be key. Videos that potentially include employees who are similar in age, infuse humor and music, and are fun and informative will get their attention quickly.
Consider create videos to refresh routine information such as company policies like dress code and personal device use.
 
Social Media
Use social media to engage participants and recruit to the event. Make it interactive involvement with social media- add a video, puzzle, quiz, or clue that can only be answered at an upcoming event.  Make sure that social media requires a response-click a link, post a response, or watch a video. By engaging them before the event, they are more likely to show up.  But don’t over post- you will just get unfollowed.
Also consider using social media for assessments. Participants will not want to take the time to fill out lengthy assessments, so get creative with your assessment methods. This could include online polls, upload a pic on Instagram with a caption that sums up their learning from the experience, or text a response to a prompt.  While this will not provide comprehensive data, it can provide a quick snapshot from a large number of individuals. Think about organic ways to collect data- live social media feeds. Have a hashtag and observe what posts are tagged.
 
 
Flip It-
Gen Z will seek out information online and through various forms of media; HOWEVER, don’t forget that Gen z prefers face-to-face communication. So the ideal learning situation might be more of a phigital approach with a combination of face-to-face and technological tools, the flipped classroom approach that K-12 has utilized. In this flipped approach students learn critical information or task-based skills on their own first through online training or MOOC, and then engage in hands-on, applied activities afterwards. This allows the in-person time to focus on applying the content learned online or delving deeper into a subject matter less conducive to online offering.  Face-to-face learning can be case studies, role play, simulations, debate, and discussion. Another approach to phigital learning would be to have the employee take small online modules and then have an associate work next to them to apply the skill. This will build excitement and confidence in applying the new skill.  By taking a flipped approach we are better able to validate that they are actually learning and able to make any needed corrections early on.
Gen Z will opt out of a live session if the content can be easily gained online or if it primarily consists of one way content dissemination (talking heads).  Gen Z wants to know that by attending these labs they will be using the live time for interaction and feedback rather than to simply listen to a presenter.
Consider integrating components into the experience that will help students see the value of the competency being learned.  EX- Adaptability- share a story that highlights the importance of adaptability; offer student experiences that allow them to develop their proficiency in the competency (simulations, role play)
Provide real world scenarios where they will be faced with something they need to know, and then stop and learn.
They also prefer learning with many examples given- either stories or pictures that illustrate a point
 
 
Recognition-
By now it should be no surprise that Gen Z also has a different perspective on recognition. Many do not want large scale public recognition, so consider less public forms.  Such as:
Gamification/Leveling up experiences where they unlock the next step or certain experiences through their completion of training, achieving milestones, and providing endorsements. These experiences can be sequenced and scaffolded that encourages continued participation.
Digital badges and rewards after completing certain tasks, trainings, or levels; or non-digital rewards for completing certain tasks.  
Electronic public profiles (ie LinkedIn style) to highlight their achievements
 
 
Also, they like handwritten notes- it is a novelty and connotation of a personal connection. Consider sending hand written thank you notes to participants or handwritten invitations, or even follow up encouragement.

Because of Gen Z’s background, they dislike formal/positional leadership- (ie politicians).  In order to engage them in leadership development, we will need to highlight positive examples of leadership and the need for ethical, positive leaders. Another way to appeal to them is to focus on leadership development rather than leader development. Leadership development is more focused on enhancing specific leadership competencies and skills such as communication, self-awareness, and interpersonal relationships. Reframe programs and opportunities to be about developing leadership competencies and skills rather than about developing them as leaders. Because this generation sees those closest to them as role models, we can focus on the positive role modeling aspect of leadership. The flipped approach is ideal for leadership development topics.

 
You will need to be aware of their inflated sense of leadership ability- 63% rated their ability either above average or within the highest 10%. So, while they don’t like leaders, they excel at it!
 

think an academic advisor at college- map out their career plan and tie in what we offer to help them develop the skills to get there

Advising advice:
Have them research the identified career and explore essential competencies required of individuals working in that profession
Have them select one competency to develop related to identified career
Help them articulate a measurable goal around the selected competency
Refer them to specific experiences to enhance the selected competency.
Have them reflect on the progress toward goal and make adjustments as necessary.
Help the student process any learning that occured and set new goal

Because this generation is highly career focused, be able to articulate the competencies that they will be developing as a result of participating.  
 
Here are 9 competencies that Gen Z may benefit from:
Leveraging the capacity of others
Engaging in complex thinking and innovative problem solving
Utilizing a collaborative and interdependent approach
Communicating effectively
Being adaptable
Guiding others to greatness
Being optimistic
Persevering through adversity
Employing honesty and altruism
 

As we mentioned earlier, this generation aspires to be good and ethical and are drawn to organizations that reflect their values. Incorporating organizational values with leadership development activities can help them understand how positive and ethical leadership fits into, and is needed in, the organization.

Since nearly 40% plan to invent something that will make a difference in the world, foster this inventive spirit.  Have them work to develop new processes, programs, products, or technology aimed to address a problem.

Customize, personalized learning

Funny how the generation that raised them, are the ones who are complaining about their behavior- they are only behaving how they were raised.

Hopefully we have covered out objectives, which were:
-Who is Gen Z
-Characteristics
-How they gain and absorb -information
-What do they need/want
-What do we need to know
-How do we prepare current leaders for Gen Z
-How can we engage and prepare these employees to be leaders
-Best practices


Keep your eye to the future by watching Millennials as parents. Here are some of the things we are already seeing:
Keeping the self esteem movement going- kids are still one of a kind snowflakes. And this uniqueness even translates to their names.  60% of millennial parents believe that it is important for their child’s name to be unique.

Creating mini family democracies where everyone has a voice and vote.

Tribal- they heavily rely on the collective opinions of their peers when making decisions.  Very connected to each other and constantly seeking advice and recommendations. Also not shy to share (unsolicited even) advice

This collaborative nature has led to social media being a 24/7 highlight reel of their lives. They use this platform to brag about their children.  However, the downfall to this is that you only see the “happily ever after” with the perfect moments highlighted and reality hidden. Millennial parents are insecure and anxious about their own abilities as parents. In a study of 2700 mothers, 80% of millennial moms said it was important to be “the perfect mom”  Pintrest Parent

There are more millennial stay at home parents than any other generation, making parenting their full time job. How will the pressure to be perfect impact their children and the workplace?

Millennials are pulling back on scheduling every minute of their children’s life and are creating a culture of free time where children can be creative.  They also monitor their children's screen time and are working on “digital detox” They are opting for more simple and tangible entertainment and toys.

Funny how the generation that raised them, are the ones who are complaining about their behavior- they are only behaving how they were raised.

Hopefully we have covered out objectives, which were:
-Who is Gen Z
-Characteristics
-How they gain and absorb -information
-What do they need/want
-What do we need to know
-How do we prepare current leaders for Gen Z
-How can we engage and prepare these employees to be leaders
-Best practices


Keep your eye to the future by watching Millennials as parents. Here are some of the things we are already seeing:
Keeping the self esteem movement going- kids are still one of a kind snowflakes. And this uniqueness even translates to their names.  60% of millennial parents believe that it is important for their child’s name to be unique.

Creating mini family democracies where everyone has a voice and vote.

Tribal- they heavily rely on the collective opinions of their peers when making decisions.  Very connected to each other and constantly seeking advice and recommendations. Also not shy to share (unsolicited even) advice

This collaborative nature has led to social media being a 24/7 highlight reel of their lives. They use this platform to brag about their children.  However, the downfall to this is that you only see the “happily ever after” with the perfect moments highlighted and reality hidden. Millennial parents are insecure and anxious about their own abilities as parents. In a study of 2700 mothers, 80% of millennial moms said it was important to be “the perfect mom”  Pintrest Parent

There are more millennial stay at home parents than any other generation, making parenting their full time job. How will the pressure to be perfect impact their children and the workplace?

Millennials are pulling back on scheduling every minute of their children’s life and are creating a culture of free time where children can be creative.  They also monitor their children's screen time and are working on “digital detox” They are opting for more simple and tangible entertainment and toys.