Friday, January 27, 2023

The Challenge of Empowering Generation Z at Work

a revelation 68% youth workers Surveys conducted by the global consulting firm Gallup have reported experiencing high levels of stress and even burnout. The results of the study were disclosed through the report Generation Disconnected: Data on Gen Z in the Workplace (Gallup, 2022).

In this regard, what should we pay attention to and how should we proceed? we can’t lose sight it’s about young people And that, for obvious reasons, they possess more energy. In this sense, it will be necessary to create conditions for the benefit of each of the partners and, of course, for them to learn how to manage them optimally in order to achieve business objectives.

I have no doubt that we face a challenge that arises at the intersection of the expectations young talent has with the type of employee experience the organization has.

In talking to young people who come to Amedir, I see women and men who say they are overwhelmed or tired of company ambiguity, Working without clarity about objectives, processes, results and rewards leaves them overwhelmed. They show that it is not convenient for them to invest time and energy in a job where the growth prospects are not only low, but far removed from their idea of ​​a life plan or project.

the youth of generation z They have more sophisticated expectations. They do not shy away from intense activity, however, they do a more rational analysis of what professional practice means and what they will be rewarded in return.

First, in addition to wanting to belong to an important and outstanding brand, they expect to find more diversity. recruitment options including three-day, part-time and project-sharing agreements; without forgetting the many possibilities of the call gig economy,

Another aspect they hope to find in the company’s offer is clarity in the type of career they can develop without ambiguity. Of course, they know that they are human capital in development, but they are not in the least concerned about the talents, skills and competencies that they bring with them, as two out of three already have a job during their vocational training .

They definitely reject the traditional talent attraction model because they are obsessed with it. recruitment bias And the lack of objectivity is a red alert that forces them to abandon processes. They know what they want and what they have and what they can contribute. Therefore, they are not interested in recruiter profiles that judge by appearances, that are not critical in their selection methods and that apply assessment tools that are not very transparent or not at all.

technological generation

Generation Z doesn’t need much to go through the process digital transformation Because in fact its relationship with information and communication technology is intimate because of the historical moment in which its members were born and educated.

90% of young Gen Z candidates have double or more digital skills compared to the previous generation. And I’m not just talking about the use of word processors, spreadsheets and Software For presentations, but also for database access and management, code and complex web programming based on different languages.

Learn more about digital solutions Compared to most executives in any sector and, as expected, it is inconceivable that platforms are used to further complicate operations rather than facilitate processes. From his position, technological innovations should drive rather than impede organizational agility.

The challenge to human resources is perhaps the biggest in recent times, second only to the COVID-19 pandemic. If the millennial generation is puzzled by its demands for time, flexibility, and emotional connection, then new generation z More knowledge will be needed to negotiate, negotiate, develop and build a team.

*The author is general director of the Mexican Association in Human Resources Management (@Amedirh)

Nation World News Desk
Nation World News Desk
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