HR professionals must grasp both the similarities and differences between generations to function effectively in today’s workplace. Alan Cabelly, SHRM-SCP, emphasized this during his presentation at the SHRM Annual Conference & Expo 2024 in Chicago. Cabelly, a Baby Boomer, highlighted three main differences between Generation Z and preceding generations: the COVID-19 pandemic, Amazon, and technology, particularly artificial intelligence (AI).
Gen Z issues
Generation Z’s virtual education during the pandemic deprived them of crucial social interactions and soft skills development. “The youngest members of our workforce today have not been socialized to work with large groups of people,” Cabelly noted, stressing the need for HR professionals to show empathy and assist these young workers in developing necessary skills.
Continuous feedback and mentoring are essential for Generation Z, who value relationships in the workplace. Lisa Sharp, VP of HR at Bank of Bartlett, resonated with this, acknowledging the need for frequent feedback for Gen Zers. Cabelly emphasized the importance of early and consistent communication with Gen Z, who expect immediacy influenced by the rapid service of companies like Amazon. “This youngest generation will not wait for you,” he said, highlighting their readiness to move on if their expectations are not met.
How to tackle?
Cabelly also stressed the necessity for employers to maintain updated websites and current technology, as Gen Z workers judge organizations on their tech savviness. “The youngest generation is looking forward to AI…as an enormous tool to be used in the workplace,” he explained, noting that Gen Z views AI as an opportunity rather than a threat.
Gen Z’s digital nativeness and diversity present unique opportunities for organizations. They can mentor older generations on technology trends and contribute significantly to inclusion efforts. “You must manage your corporate presence. The youngest generation cares about how you are on diversity and social consciousness,” Cabelly stated, urging authenticity over mere lip service.
Finally, Cabelly advised organizations to directly ask younger workers what they need to succeed. “Feedback starts out from the bottom,” he said, emphasizing that understanding and addressing the needs of Gen Z and young Millennials is crucial for their retention and engagement in the workplace.
