Gen Z and technology seem to go together like peanut butter and jelly, but young people may have more challenges with tech in the workplace than employers think. Generation Z — people born roughly between 1996 and 2010 — can’t remember a time before the internet and Google. They may be digital natives, but they encounter technical difficulties like any other employee.
Generation Z and technology in the workplace
As the oldest members of Gen Z enter the workforce, stereotypes, and assumptions about them are taking shape. For instance, most people assume members of Gen Z don’t have technical challenges like everyone else. Although young people run into technical hiccups less often than their older peers, technical difficulties are more stressful for them. A recent survey found 18- to 29-year-olds are five times more likely to feel judged when they encounter remote work difficulties. Additionally, since older generations assume Gen Z or “Zoomers” always know how to fix technical problems, they are more likely to ask younger co-workers for help with technology.
This can result in stress for Gen Z employees who are left feeling like they always need to know how to resolve technical difficulties on the job. It is also worth remembering older devices like fax machines are more unfamiliar to Gen Z than to older co-workers. Learning new technologies as they increasingly change the workplace is demanding for everyone, as well. Gen Z is left feeling like they need to conquer the tech learning curve faster than everyone else, which may increase stress on the job.
What does Gen Z want from work?
How can employers help balance Gen Z and technology in the workplace? It helps to understand what exactly Gen Z wants from their jobs. Technology will only grow more critical in the workplace, but addressing other needs and expectations of Gen Z can help reduce tech stress and improve work for everyone.
Diversity and inclusion
Diversity and inclusion are among the top concerns for Gen Z. A Pew research study found Gen Z is the most diverse generation in American history. It’s no surprise young people want to see the racial, ethnic, and cultural diversity of their generation reflected in the places they work. There are many ways to improve diversity and inclusion in the workplace, but it does require effort and research from employers. For example, they should offer time off for major holidays from every culture and religion. A detailed article about making holiday celebrations more inclusive was published by Dori Meinert on the SHRM website, which can be reviewed for more information on this subject.
Similarly, employers can set up meetings or discussion groups with employees to learn more about their workplace’s different cultures and backgrounds. Many employees experience or witness discrimination of some kind, so creating channels for hearing feedback can help address and resolve these incidents. Young people admire employers who value and respect diversity, which requires taking steps to eliminate workplace discrimination.
Flexibility
Many employers may be surprised to hear Gen Z is excited about in-person work opportunities. This generation has spent most of their lives online, particularly during the COVID-19 pandemic. As a result, Gen Z adults are eager to experience working in an office and interacting with co-workers. However, they still highly value flexibility. A 2023 survey found 57% of Gen Z prefer in-person work while 43% prefer hybrid or remote work. This indicates Zoomers want the option to work in the office but may appreciate the freedom to work remotely at times. Schedule flexibility is also crucial for Gen Z since young people highly value a good work-life balance.
Opportunities for growth
Gen Z is often stereotyped as lazy, but this is simply not the case. Opportunities for learning and career development are high priorities for young people today. They are interested in jobs that offer them a chance to grow their skills and experience, not just pay the bills. Meeting Gen Z’s desire for growth opportunities is a great chance to offer technology training, addressing an essential need for all employees. For instance, employers can provide training programs for new apps or devices they add to the workplace. Even everyday technologies can be a great learning opportunity, such as MacOS training for Windows users.
Inspiring mission and values
An employer’s mission and values are vital to Gen Z. This is closely connected to Gen Z’s relationship with technology, as well. Young people today want to work somewhere that reflects what they care about morally and politically and the way an employer utilizes technology can play a big part in this. For example, sustainability and environmental protection are among the most important values for Gen Z. Many Zoomers will be disheartened working for a company that doesn’t recycle old office electronics or make an effort to minimize its carbon footprint. Employers may have to closely analyze their company values and initiatives to adapt to the changing hiring landscape of Generation Z.
Balancing Gen Z and technology
Gen Z and technology have always been closely intertwined, even more so as Zoomers enter the workplace. This generation is used to adapting to new technologies, but they are experiencing pressure to have tech solutions on the job at a moment’s notice. It’s important to remember young people encounter technical challenges just like everyone else. Employers will have to adapt their operations and values in the years to come to meet Gen Z’s needs and expectations.
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Photo credit: The feature image is symbolic and has been done by Hay Dmitriy. The photo in the body of the article is decorative and was prepared by Rawpixels.
