Every workforce generation has different expectations for their jobs—job security, professional advancement, work-life balance, ethics, etc. The focus for baby boomers was job security. For Generation X, it was professional advancement and work-life balance. But these current generations, Millennials and Generation Z, focus on a variety of factors—everything from a satisfactory work-life balance to the ethics of a company.

As much as 39.4% of the US workforce are millennials, and by the end of the decade, Generation Z is projected to make up approximately 30% of the workforce. Understanding and meeting their expectations will enable employers to ensure that these workers remain employed with them, work harder, and achieve optimal productivity. Let’s delve deeper into some of their expectations.

Why companies should adapt

It is estimated that by the year 2030, a large number of baby boomers will reach age 65, leaving millennials and Gen Zs. These two generations share a number of similarities—growing up at a time when globalization, technology, and societal changes have transformed the world. But they also share a number of differences. The findings from Leadar’s vast database can attest to this. So, to cater to the needs of them both, businesses need to adapt to their values, traits, and qualities.

Millennials and Gen Z’s workplace similarities

1.   They rely heavily on technology

Technology is an essential element of Millenials and Gen Z’s everyday existence—learning and using new software and devices is something they are accustomed to.

If you want to attract and retain these generations, you must integrate technology into your workplace—reliable digital tools and platforms that facilitate communication, collaboration, and information sharing—and digitize work procedures whenever possible. As they both value quick information access and efficiency, providing seamless technology integration can increase job satisfaction and productivity.

2.   They want to do work that is meaningful

They are both generations that seek purpose and the ability to make a positive contribution to society. Political and environmental issues are important to them. Providing work opportunities that are gratifying and align with their values will no doubt grab their attention. Be sure to also provide opportunities for them to participate in charitable causes and community initiatives. This will help motivate them and boost their sense of purpose.

3.   They expect instant acknowledgment of work done

Driven by the desire to feel valued in their professional endeavors, they both expect to receive instant acknowledgment for their contributions. Thus, a performance-based program that recognizes small wins can greatly increase their motivation.

4.   They expect open and consistent communication

According to several studies, both of these generations expect that their employers will communicate with them in a way that is easy to understand and leaves no room for misinterpretation. They also expect regular feedback such as weekly catch-up meetings, etc.

Millennials and Gen Z’s workplace differences

1.   One values work-life balance, while the other values career advancement

While a healthy work-life balance is worth a lot to Gen Z, they lean more toward wanting to improve themselves and learn new things. It is important to encourage them to keep learning and growing. Regular coaching and feedback opportunities will encourage growth and can also satisfy their need for continuous improvement.

Millennials, on the other hand, place a higher priority on maintaining a healthy work-life balance. They appreciate organizations with flexible scheduling, task-based assignments, and opportunities to work remotely. So, it would be wise for you to not only prioritize learning and development opportunities and monetary incentives but also benefits that bring about a healthy work-life balance.

2.   One values job flexibility over stability

Recent studies suggest that millennials favor flexible work environments and expect their jobs to be able to accommodate their individual needs. They would probably change jobs if they discovered that their current position was no longer meeting their needs. Gen Z, however, would prioritize job security and stability because they were more severely affected by unemployment. A work environment that incorporates the two would most definitely work in your favor, increasing engagement and reducing burnout.

3.   Affirmative feedback is more suitable for Millennials than direct feedback

While it is true that both generations consider regular feedback very important, Gen Z favors straightforward feedback, while millennials have a tendency to be more easily offended. They respond better when feedback offers positivity and encouragement.

Honest and open dialogue is highly valued by today’s Generation Z. It is possible that they are not wired to respond well to authoritative channels of communication. Instead, you should encourage a free flow of information, actively seeking out new suggestions, and respond positively to constructive criticism. This will help make them feel heard and appreciated.

4.   Their social media platform preferences are different

The social media platforms that each of the generations uses vary their preference in terms of forms of communication. Millennials, for instance, are far more likely to use LinkedIn, Facebook, and Twitter, so text-based images will better appeal to them. Gen Z, on the other hand, favors short-form video communication as evidenced by their preference for TikTok and YouTube. Be sure to take that into consideration when creating internal communications, posting job openings, or developing training programs for your staff.

5.   Gen Z values an inclusive and varied workplace culture

The most varied generation of them all thus far, Gen Z, places a strong emphasis on these qualities. You should make a conscious effort to create a culture that is not only inclusive but also embraces diversity, values individual differences, and promotes equal opportunity. You can accomplish this by tweaking your hiring procedures, providing training that promotes cultural knowledge and empathy, and developing resource groups for your employees. Such an environment will not only attract Gen Z but will also foster its innovation and creativity.

Final Thoughts

Given the fact that millennials and Gen Z together now make up the majority of the workforce, and with the number of differences between the two, it is evident that managing the two can be a challenge. In order to be successful, you need to ensure that you are able to create a work environment where members from both generations will thrive—work harder, reach their full potential within your company, and remain with the company for longer.