For years, the concept of “21st-century companies” has been a way to envision the future of business, yet we’re still uncovering what it truly means and entails. But one thing has become clear: adaptability is the most crucial skill for success.
Enter Gen Z – the generation born after 1997 and into a world of smartphones, educated amidst a global pandemic, and now actively engaging and experimenting with artificial intelligence at the same pace as large organisations. The real challenge isn’t about fitting them into existing systems but about reshaping organisations to align with Gen Z’s values to drive business success.
Gen Z: The Generation Built for the Future
In Deloitte’s 2024 Gen Z and Millennial survey, the majority of Gen Zs (86%) say having a sense of purpose is important to their overall job satisfaction and well-being. This generation is increasingly willing to reject assignments or employers who don’t align with their needs.
What’s evident is that Gen Z has strong views on where and how they want to work, and they’re not afraid to make a stand. When employers take that feedback on board and respond well, employee loyalty is likely to be much higher.
The Growing Presence of Gen Z in the Workforce
Next year, Gen Z will represent 27% of the workforce, and by 2030, along with millennials, they will comprise 58%, according to the World Economic Forum. Gen Z is often analysed with bewilderment from an age-related distance without truly understanding them. There’s something that defines them and explains much of their behaviour: they are creative, agile, and very demanding both in what they consume and where they work.
Nothing is the same to them, which has earned them the label of the “crystal generation.” They are more sensitive to details and do not tolerate arbitrariness. The revolution, far from being a threat, is just another stage in the progress of organisations. The challenge is to adapt and attract them to want them to stay. After all, they are the future leaders of the workforce.
Incorporating Gen Z Insight
With this in mind, it’s important that organisations take on board perspectives from their Gen Z employees, in order to really move the business forward.
At Globant, we created the first Gen Z Corporate Advisory Board to include Gen Z perspectives in the various initiatives we undertake. From the initial workshops, young people presented some conclusions that the company’s executives found valuable: blockchain and gaming are the future; technology is the main tool to close the gender gap; and the transformation of work is driven by purpose.
Learning from Gen Z
We are facing a more demanding workforce, unwilling to accept everything at face value, and unafraid of change. They want to learn, feel part of something, and find motivation. It would be a mistake to think that this is a problem for organisations. On the contrary, Gen Z wants to be part of companies that represent them and share values for a better world.
Companies will need to work on their purpose, career plans, and the values they represent to the rest of society. According to a study by the job portal Monster, 83% believe that an organisation’s commitment to policies of inclusion, diversity, and equity is important when choosing a job.
The talent market is global, and Gen Z does not recognise borders. They are willing to work in the UK, France, or Australia if the offer is right.
The issue, worth reiterating, is not Gen Z. They’ve already made their adaptability and ambitious aspirations clear. It is now upon the companies to learn from them and embrace change to succeed in the labour market.
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