Generation Z in the Workplace: An Infographic


Essential Reading

10 things you need to know about managing generation Z in the workplace

Smart employers rely on Sage Accounting Solutions to take care of their accounting needs so that they can take care of their employees.

Generation Z in the Workplace

Want to know how to manage this new generation entering the?

Here's our Sage advice…

1.    Gen-Z are hippies at heart

  • 60% Gen-Z want to have an impact on the world, compared to only 39% of Gen-Y
  • 1 in 4 Generation Z volunteer in their spare time

Sage advice

When it came to motivating team-work, Gen-Y would rally for a competitive challenge, or even a bar tab at the local, (as long as it was social). You'll need to dig deeper to tear Gen-Z away from their multi-screens, and we're not talking about your pockets. Try partnering with a local cause and volunteer for your office's next team building challenge. To keep Gen-Z motivated, incorporate 'giving back' into the social aspect of your business culture.

2.    Gen-Z walk in the Fastlane

  • 41% Gen-Z are looking for a job with 'an opportunity for growth', compared to only 30% GenY

Sage advice

Present a clear progression path in your job descriptions to attract the most ambitious Gen-Z candidates. And if you're a small organisation with a flatter structure, showcase opportunities for internal training so candidates can see other areas for growth within the role.

3.    Gen-Z are close relative to the goldfish

  • Gen-Z has a shorter attention span than Gen-Y - 8 seconds compared to 12 seconds
  • Approximately 11% Gen-Z have been diagnosed with ADHD

Sage advice

Do you have weekly status meetings? To keep Gen-Z employees' attention, rethink this process and see if you can split them into smaller bite-size chunks throughout the week. Cover one area of business per sit-down and set a time limit. You'll be surprised how this may boost affectivity across the board - and not only to accommodate younger employees!

4.    They want to be their own boss

  • 72% of Gen-Z have ambitions to start their own business one day, compared to only 55% Gen-Y

Sage advice

Tap into Gen-Z's entrepreneurial spirit and include a small development project in their role. Letting them feel ownership and run point on a project - however small - will help them flex their entrepreneurial muscle.

5.   *smiley face*

"Gen Z-are not precise written communicators and leave a lot of room for interpretation."


Sage advice

Need an issue fixed, and fast? Don't leave it to email communication with Gen-Z. You may be left wanting… Get specific answers quickly via one of Gen-Z's more native channels: Skype, Facebook video chat, or schedule a quick Google+ Hangout. Just as fast as waiting for an email reply, probably faster.

6.    Work hard, work hard?

  • Only 38% Gen-Z believe that a healthy work-life-balance is important, (compared with 47% Gen-Y!)

>Gen-Z spend their 'free time':

  • 89% cultivating productive skills for entrepreneurial ambitions and self-improvement
  • 51% improving graphic design skills
  • 50% practicing video editing and app building


Sage advice

As more of these industrious bunch enter the workforce, you might find yourself having to redefine your team's roles and responsibilities. It'll be a case of moulding a new role around the individual, rather than finding the individual to fit the role. With entrepreneurial ambitions, Gen-Z employees will have many diverse skills and areas of interest to apply to your business.

7.    Money, money, money…

  • 65% Gen-Z prioritise salary when seeking a new job, compared with only 45% Gen Y.

    • Gen-Z's greatest aspirations after college are to be:
  • 31% - financially stable
  • 29% - in their dream job
  • 10% - getting married
  • 6%- travelling

Sage advice

Be prepared to negotiate hard on salary with this feisty young generation. If you've been padding employee packages with wider benefits, (health, dental etc.) consider a reshuffle to place the emphasis back on the $$ - or risk top talent going elsewhere

8.    P.D.A (Public Displays of Appraisal)

  • 42% Gen-Z agree that social media has a direct impact on how they feel about themselves, (compared to only 31% Gen-Y)
  • And 39% agree that social media has an effect on their self esteem

Sage advice

Self-worth for Gen-Z is so significantly tied into receiving positive reinforcement via social media. Use this as an opportunity to give your Gen-Z employees a real boost. If they receive any positive feedback within the business, share it with them via a LinkedIn testimonial. Giving positive feedback through a social platform will help raise their esteem even more than in your meeting room.

9.    Enrolling for the school of life

  • Only 64% of Gen-Z are considering an advanced degree, compared with 71% Gen-Y
  • One of the main causes of this decline could be an increased concern of the cost of higher education: 21% Gen-Z are concerned about this, compare to only 13% Gen-Y


Sage advice

If your business filters candidates by 'minimum second-class Hons degree', you may want to reconsider your candidate filters to allow for more progressive - also more global - measures of education. Perhaps set a small assignment, industry-specific test or 'answer in one sentence' screening question to get a better measure of each candidate.

10.    Hard-working, multi-hat-wearing, entrepreneurial do-gooders. But, where to find them?

  • Only 27% Gen-Z use job boards to search for new job opportunities, this is down from 34% of Gen-Y
  • Instead, with Gen-Z value connections through friends and family as a source of employment (28% compared with 20% Gen-Y)


Sage advice

Make sure you have a 'finder's fee' policy in place with your current employees. Circulate new job openings internally and give employees the chance to recommend people in their network, these are the connections Gen-Z are placing their focus on finding the right fit for them. And don't forget social, keeping an active LinkedIn company profile with job openings posted on the board.


Business Insider International
The Center for Generational Kinetics