“Employees are not your company’s most important resource. They are your company”   -Adam Grant
In today’s competitive world, the sustainability of a company depends on its employees. In fact, employees are the most important assets of a company. Because employees are the key factor in deciding an organization’s success. Hence, it is important for companies to understand employees and meet their expectations. To understand employees, employer must look into the traits and characteristics of employees. Upon understanding the nature of employees, only an employer would be able to create the kind of a corporate culture and a working environment that would suit employees. Through this, a company could enhance the performance of employees and at the same time maximize competitive advantage. Therefore, any company trying to compete with competitors should work on understanding its employees.

Different generations of employees

Today many workplaces are composed of employees belonging to four generations. Namely, Baby Boomers, Generation X, Generation Y (Millennials) and Generation Z. This generational gap is caused mainly due to technological advancements. With each generation comes new viewpoints, expectations and traits that are unique to that particular Generation. Companies are very much familiar with the traits and characteristics of employees belonging three of the above generations, which are Baby Boomers, Generation X, and Generation Y. Because employees of those three generations have been in the industry for quite a while now.

Who are Gen Zs

It is employees belonging to generation Z also known as i Gen (those born after 1997) that the companies should focus on understanding. Because Generation Z employees are the fresh blood who have just started to penetrate the job market and it will be them taking over the corporate world in a few years. The most significant thing about Generation Zs is that they are less money driven than Millennial’s. They are more interested in opportunities to learn and improve themselves. Therefore, companies hiring Gen Zs as employees should provide them with adequate opportunities to learn on the job as well as off the job rather than just offering a higher salary. Another interesting fact about Gen Zs is that they are more entrepreneurial than any of the previous generations. Therefore, the companies could expect more innovative and risk taking quality in future employees. Even though Gen Zs have exposure to advanced technologies than any other previous generations, they prefer more inter personal means of communication when it comes to business or professional communication. So it would be better if the companies adopt ways of business communication which involve personal interactions such as Team meetings, conferences etc. Gen Zs are independent and very much self-confident. However, they also happen to value and expect constant feedback of their work. Therefore, companies should focus on implementing an effective employee performance evaluation and feedback system. Moreover, Gen Zs have sorted thoughts and have clear career goals. Therefore, once they join an organization they expect the employers to take them seriously and provide support for career development in order to reach their ultimate goal. So Gen Zs will tend to leave organizations if they do not receive opportunities to accomplish particular career goals.

How companies can prepare

Nevertheless if the companies could do necessary changes in the organizational culture and working environment, that could help to bring out the best in Generation Z employees. However, for that it is important for the companies to pay attention to employee behaviors. However, most of Gen Zs are currently in either higher education or school education. Only a few Gen Zs are currently in employment, which makes it difficult for the companies to closely observe them. Solution to this issue is easily provided by two of AIESEC’s leadership products, namely, Global Talent(GT) and Global Entrepreneur (GE). Through these two leadership products, well-established companies and start-ups could hire Gen Zs as interns. This would help the organizations to get an early on experience on how to deal with Generation Z employees. That way the companies will be well prepared to welcome Generation Z employees.
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