The saying goes: “Out with the old, in with the new.” However, even though older generations continue to stay and lead the workplace, the new will arrive anyway–and they’ve got their own needs that have to be addressed.  

While millennials have made up the majority of the workforce in recent years, Gen Z, those born roughly between 1995 and 2010, have begun to take over.

It’s no surprise as they’re currently the most dominant generation at one-third of the world’s population. It was inevitable that they’d make up the bulk of workers, especially with how many of them have graduated and have become full-fledged, independent adults. 

Just as employers and business leaders had to adjust when it came to millennials, there are changes to be made in leadership and management for this incoming generation. 

Gen Z has their own set of concerns that need to be addressed for them to flourish in the workplace. Unlike older generations that didn’t put so much emphasis on diversifying their skills or personal and professional growth over their income, Gen Z looks to thrive and attain balance more than anything.

In order to have a productive and efficient intergenerational workplace, you need to make sure Gen Z feels welcomed, comfortable and valued. 

Why is it important to tackle Gen Z’s concerns?

A lot of older generations have followed the trend of waving away younger generations’ concerns because they feel like younger people generally have it easier and have more superficial worries. 

However, just because workers and senior managers have paved the way for them and given younger people a more streamlined path, it doesn’t mean that they don’t have their own apprehensions and needs. 

It’s important to acknowledge and address these concerns as they’ll slowly start to form the majority of your staff. If you fail to satisfy Gen Z’s workplace needs and expectations, you’ll find yourself with either unhappy, unproductive staff members or fewer staff members altogether. Gen Z is 32% more likely to leave than millennials and two times more than Gen X if they’re dissatisfied. 

Managing Gen Z comes with understanding their digital prowess, worldly consciousness around systemic injustice and emphasis on wanting diversity in the workplace. Retaining Gen Z workers by adopting these contemporary mindsets is key to keeping your practice afloat and thriving as young people begin to navigate their career paths and contribute to your success. 

Gen Z’s ambitions are just as important as any other generation’s because they’ll shape what comes next for any workplace and the next decade of career growth. 

Gen Z’s concerns in the workplace (and what to do about them for your practice’s future)

Understanding the apprehensions Gen Z has when considering their careers makes for a better workplace that will retain them and keep them satisfied. Here are just a few of the concerns that Gen Z wants to be addressed when navigating job options. 

1. Job security

Gen Z is acutely aware of environmental troubles, turbulent economic situations and issues of inclusivity and equality. Because they’re so exposed to different worldly problems via social media and constant streams of online information, they understand how unstable some careers can be.

Job security is a high priority worry for Gen Z because they grew up watching older generations struggle with keeping down jobs and they lived through economic highs and lows. This is why it’s important to stay human in an accounting practice, be considerate and understand Gen Z’s anxieties over how stable their careers will be. 

2. Career mobility

Gen Z wants to climb the rungs of their workplace, placing more emphasis on mobility over income more often than not. Compensation is still important, but if they see that there are no opportunities for growth, they’ll feel less inclined to accept the position. 

Career mobility is something they prioritise because they want to succeed in their positions and be professionally recognised. Rising above their initial jobs comes hand-in-hand with higher compensation and opportunities to work internationally, something they find attractive. 

Being transparent about their potential paths gives them the motivation they need to help you and your practice succeed alongside their own professional development. 

3. Skill development

When it comes to diversifying and upskilling, Gen Z is especially invested. They want to be trained to handle all kinds of situations that they may encounter at work, and develop themselves professionally.

Attaining skills also equips them to better advance their careers if they want to show that they’re capable. Beyond the abilities they entered the practice with, their specialised competencies will make them stand out and reflect their growth. 

One great way to develop Gen Z’s skills is to tap into their digital know-how and help them craft answers based on that mastery. Your understanding of the business and the industry paired with their digital savvy will bring about contemporary solutions that will reach wider audiences.  

4. Mental and emotional care

Following in the footsteps of millennials, Gen Z underscores the importance of mental and emotional health. After being raised amidst difficult economic, political and social contexts, alongside the slow de-stigmatisation of mental illnesses, they recognise the importance of caring for themselves emotionally. 

Including mental and emotional care as part of health protocols will help you build a long-lasting team that doesn’t burn out or exacerbate any pre-existing mental health issues. Showing you sincerely care about how they’re doing beyond physical conditions reassures them that you holistically want to tend to their wellbeing. 

5. Impact of technology

One concern that came about because of recent technological advancements and inventions is that many Gen Z employees are worried that they’ll be replaced by artificial intelligence (AI) and other innovations. They feel as if they have fewer opportunities to land jobs because technology is slowly taking over.

Automation is something that they feel they can’t catch up with–but it’s important to reassure them that nothing beats a human approach to solving complex problems. AI can’t always tackle multilayered issues, giving Gen Z an opening to jump in. 

Reassuring Gen Z that they always have a place will allow them peace of mind and encourage them to pursue a position in your practice. 

6. Fair pay

Gen Z grew up witnessing a lot of exploitation in the workplace via their older family members and is aware of how employees should be compensated. Because they were exposed to and already began to criticise businesses that don’t pay their workers fairly from a very young age, they are more vocal about their demand for rightful compensation. 

Paying your employees right and giving them a transparent breakdown of their salary will assure them that they’re being paid fairly for their skills and competencies.  

7. Work-life balance

Delineating their professional and personal lives is important to Gen Z. They’ve witnessed older generations burn out and are adamant about not repeating those same practices. Younger workers understand the merit of taking breaks and how it’s good for their health. 

Studies on stress have also impacted their habits. The deeper psychologists dig into what stress does to the body–physically and mentally–the more Gen Z emphasises their need to strictly clock out on time and not think about work afterwards.

Ensuring that they clock in and out on time and that they don’t bring work home encourages this and maximises their productivity, avoiding burnout and boosting creativity and collaboration. 

Gen Z is not only the future of business but the world. Nurturing them, addressing their concerns and making sure you validate their experiences and what’s important to them will help you keep them in the long run. 

You want to keep your Gen Z employees happy and satisfied because they’re going to be the people who will bolster your practice’s success.

If you want to learn more about how to develop Gen Z to safeguard your practice’s future, give us a call.