Generation Z wants to work harder

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We already know that they are millenials and some of their characteristics but their mobility is not as you think, it is much more dynamic than you think. They do not want to stick to just one company want to diversify or at least to guarantee the freedom necessary to perform the tasks they want.

In principle, if you want to have these young people within the four walls that your company has, you must validate that your company has a flexible environment for its development. A large proportion of millenials globally mentions the time flexibility to choose a job. While they do not stop and can float any boat your requirements can put you, if you are the boss, in trouble.

  • Vision of the future: while the previous generation focuses on medium- and long-term goals, the Z considers short-term projects.
  • Technology: Millennials marked a before and after in terms of the use of the internet and technology, but the centennials, native digital, are characterized by being hyperconnected.
  • Motivations: while for the millennials their motors are socializing and enjoying their activities, that of the younger ones is to feel contributing something and mobility.
  • Languages: for the first are a requirement, for the new generation, the aspiration is to be bilingual.
    What are you looking for at work? millennials want challenges, but also balance between life and career. The centennials also, but also, autonomy and occupational safety.

A major challenge for employers

Young people born after 2000 prefer to be entrepreneurs rather than employees; the challenge of the signatures will be how to catch their attention just like a carrot attracts a rabbit. The disinterestedness to work in the companies came up with the millennial, that tendency will be emphasized with the generation Z.

While they will surely work more they are preserved from their own place as a company in itself, a company contained within a body. The best strategy at the time of the contract is to give them “empowerment to create” in this way they may become fully responsible for the whole company process by making it part of themselves. This generation understands their desire not to settle for jobs that offer long-term development.

They prefer to work for short-term challenges and, unlike the millennials, the incentive that will drive them in their lives is ‘autonomy’ not the ‘challenge’

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