Gen Z is on the rise! By 2025, they are set to comprise 27% of the global workforce, according to the World Economic Forum’s reports.1 This is further supported by PwC, which claims that this percentage will increase to 58% by 2030. 2 As this dynamic generation steps into the spotlight, they’re ready to transform work culture and practices. This begs the crucial question: How can companies evolve to meet the expectations and harness the potential of these young, innovative professionals?
Who are Gen Z?
Before delving into this question, it is essential to understand who Gen Z are, to recognise their impact on the workforce. Generation Z (Gen Z) refers to individuals born between 1996 and 2010. This generation’s identity has been heavily influenced by the digital age, climate anxiety, a shifting financial landscape, and COVID-19. As a member of Gen Z myself, I recognise the deep impact these socio-economic issues have on our generation and the ways in which we are likely to view and approach work.
Digital Natives in the Workplace
Gen Z are typically described as “digital natives” being immersed in the world of innovative technologies from an early age. As such, we efficiently work with technology and are eager to explore the latest apps, software and gadgets! With the emergence of new AI technology such as ChatGPT and Google’s Gemini, our generation now has reliable tools to enhance and streamline our work. Interestingly, nearly a third of Gen Z says they use ChatGPT at work.3
As my generation forms most of the workforce and is keen to explore these new AI innovations, it becomes pivotal for companies to incorporate such technologies into their operations to stay competitive and attract top talent. Having grown up in a digital age, we not only embrace technology, but expect it as part of our professional environment. By integrating AI into various aspects of business, from data analysis to customer service, companies can enhance efficiency, improve decision-making, and foster a culture of innovation.
Leveraging AI can streamline mundane tasks, allowing us to focus on more strategic and creative endeavours, thus driving greater job satisfaction and productivity. Consequently, businesses that proactively adopt AI and technology will likely see increased engagement and retention of Gen Z employees, positioning themselves as forward-thinking leaders in their respective industries.
Despite the many benefits for companies who adopt AI, it is equally important to consider how to incorporate it responsibly to avoid overreliance, misinformation and the lack of human touch. For example, to avoid overreliance on AI and to maintain a personal touch, companies can implement a hybrid approach, combining AI with human oversight for tasks that require empathy, creativity and complex decision-making. Investing in employee training to enhance soft skills, using AI as a support tool rather than a replacement, and developing ethical guidelines for AI use are also essential. Overall, manifesting a people-centred culture that appreciates meaningful connections and celebrates our achievements over efficiency alone will help preserve the human element in business operations.
Redefining Work-life Balance in the Digital Age
Gen Z’s passion for technology aligns with our preference for remote and hybrid working styles, which offer the flexibility necessary for the healthy work-life balance we prioritise. 33% of Gen Zer’s expect their employers to provide modern workplace technology.4 By adopting these work models and integrating advanced technologies, companies can better engage Gen Z employees. Remote and hybrid options cater to our tech-savvy nature, enabling us to work more efficiently and comfortably, which boosts job satisfaction and productivity. 26% of Gen Z believes that poor workplace technology would have a negative impact on our performance.5 Businesses that embrace these changes will find it easier to attract, retain and motivate Gen Z talent, cultivating a dynamic workforce.
Gen Z’s Mental Health at Work
The mental health of employees, especially young people, should be a high priority in the workplace. Notably, COVID-19 has exacerbated mental health issues among young people. The NIH Library of Medicine reports that numerous studies show a rise in anxiety and depression among young people, with Gen Z being more susceptible than older generations. Researchers caution about the significant impact of COVID-19 on adolescents and children, emphasising the vulnerability of Gen Z as they begin their careers.6 Therefore, it’s crucial for companies to develop HR policies and create safe spaces that address the challenges our generation faces. Companies should implement programmes to raise awareness about mental health, tackling the stigma surrounding it. Employers can show their support for their employees by offering counselling services or helping them find professional help. This proactive approach will ensure a healthier, more supportive work environment for all employees.
Gen Z’s Influence on Company Culture
It is foundational for companies to create work environments that foster a strong sense of belonging and purpose, providing inspiration and motivation for Gen Z to thrive. We are usually recognised for our inclination to change jobs if we perceive insufficient growth opportunities or a misalignment with the company’s values and missions. Companies should actively encourage employee growth and development to retain and engage Gen Z talent. By investing in continuous learning, skill enhancement, and career advancement opportunities, companies can not only retain their top talent but also ensure that Gen Z employees remain motivated, committed, and aligned with the organisation’s goals. This approach enhances both employee loyalty and contributes to a vibrant workplace culture, ultimately driving business success.
My experience with Peak PEO as a Gen Z Intern
As a young person entering the workforce, I was particularly interested in finding work experience which aligns with my values. Personally, I am driven by a desire to contribute towards meaningful and sustainable work. Through my university (Queen Mary University of London), I fortunately discovered Peak PEO’s internship opportunity, a remote company that offers Employer of Record services. I was immediately drawn to Peak PEO’s commitment to sustainability and inclusivity within the workplace as well as their advocacy of healthy work-life balance, as this aligns with my values.
During my internship, I have gained valuable insight into how Peak PEO operates. I recognise and appreciate how Peak PEO truly value their employees and have a people-orientated approach to work, promoting the existence of “Humans in HR”. Additionally, I also respect how Peak PEO offers a Vitality Package to all employees, including comprehensive health insurance, highlighting their genuine care for the wellbeing of employees. The company is also innovative in offering alternative working styles, facilitating flexible Fridays! Their dedication to fostering sustainability, working towards a B-Corp certification, greatly inspires me as a Gen Z individual. I am extremely grateful to work within such an authentic company and being part of their mission.
1 Chart: How Gen Z Employment Levels Compare in OECD Countries | World Economic Forum (weforum.org)
2 workforce-of-the-future-the-competing-forces-shaping-2030-pwc.pdf
3 Nearly a Third of Gen Z Says They Use ChatGPT at Work (businessinsider.com)
4 https://www.hrvisionevent.com/content-hub/understanding-gen-z-in-the-workplace/
5 https://www.hrvisionevent.com/content-hub/understanding-gen-z-in-the-workplace/
