As the workforce evolves, we are seeing an increasing influx of Generation Z (people born between the mid-1990s and early 2010s) into the labour market. By 2030, they are expected to represent 58% of the Danish labour force. Therefore, it's relevant to consider what they can contribute, what they expect and how best to retain them in the workplace.
Gen Zers are the first digitally native generation. They are characterised by having grown up with the internet and technology as an integral part of their lives. In general, they are very comfortable navigating technological landscapes, a trait that is invaluable in the digital era where few businesses can survive without digital solutions. Their technological prowess means they can quickly adapt to new tools and platforms, which can help organisations stay ahead of the competition.
Innovative, inclusive and adaptable
Gen Zers are also known for their innovative mindset. They challenge the status quo and seek new ways to solve problems, which can drive innovation and help organisations stay competitive. Their creative approach can lead to the development of new products, services and processes, which is crucial for most businesses.
In addition, Gen Zers are used to interacting with people from different cultures and backgrounds due to their social media presence. This is supported in a study from 2019 published in California Management Review, which suggests that this generation's values and behaviours naturally promote inclusion, which is positive for the work environment.
Gen Zers' experience with rapidly changing environments has also made them highly adaptable. They can easily navigate through change and are open to new ways of working and technologies. This flexibility is a great advantage for businesses in a time of rapid change, and the ability to adapt is crucial for success.
Finally, Gen Zers highly value a healthy work/life balance - or rather “life-work-balance” where leisure and life outside of work is the most important thing, and where the number of working hours is not the decisive factor, but rather the value of the work you do. This is supported by, among other things, a analysis from 2021 by the LinkedIn Economy Graph, which shows Gen Zers are 17% more likely to apply for remote positions than other generations.
How do you retain Gen Zers?
Attracting and retaining Gen Zers requires an understanding of their needs and expectations of the workplace. Here are some of the key areas to focus on to attract and retain talented candidates from this generation:
Flexibility
One of the most important factors is flexibility. Gen Z values flexible working hours and the ability to work from outside the workplace, partly due to the aforementioned “life-work” priority. Companies that offer such work arrangements will find it easier to attract and retain Gen Z talent.
Opportunities for learning and growth
Gen Zers are constantly seeking learning and growth. Offering opportunities for further training, workshops and career development is therefore also crucial. This can also be done through frequent dialogues with your manager, focusing on opportunities for development and responsibility.
Have a meaningful purpose
Another important factor is a purpose-driven culture. Gen Zers are highly motivated by purpose and want to work for companies that have a positive impact on society and the environment. It's important for companies to clearly communicate their values and show how they make a difference. This is supported in a 2024 study by Deloitte, which shows that 55% of Gen Zers research a company's climate impact and policies before accepting a position - and a whopping 17% have changed jobs or sectors due to climate-related concerns.
Stay up-to-date with technologies that support your work
Gen Zers also appreciate workplaces that are technologically modern. A study conducted by Dell Technologies shows that 91% of Gen Zers believe that technology in the workplace is a factor in their choice of job offer. Therefore, there is good reason for companies to invest in modern technology and tools that can enhance and support their work experience. A good place to start is to get an easy digital time tracking solution that allows Gen Zers to keep track of working hours directly on their smartphone.
Create an inclusive workplace
Creating an inclusive workplace is also crucial. Gen Zers value diversity and inclusion, and a workplace that promotes a culture of acceptance and respect will be more attractive to them.
Prioritise feedback and recognition
Regular feedback and recognition of their work is also important. Gen Zers want regular feedback and recognition for their contributions. It's therefore a good idea to schedule regular check-ins where you as an employer make sure to recognise their efforts because, as with other employees, it helps boost their motivation and keep them engaged.
A digital solution for time tracking
For a generation that has grown up with user-friendly apps and digital solutions in their daily lives, a modern, digital time tracking system is to be expected. By making the system accessible to them wherever they are, you as a company can also give them greater freedom and control over their own time, which they value.
Digital time tracking can also contribute to a more transparent workplace, making employees' working hours visible and ensuring that working time rules such as the 11-hour rule and the 48-hour rule are always respected.
If you're interested in getting a modern and user-friendly solution for digital time tracking, try designing your own solution - it's free and non-binding and serves as a guide to help you understand your needs.
You are also welcome to book a free demo where one of our skilled sales consultants will introduce you to the possibilities of Intempus.
Sources: Børsen.dk: Lederweb.dk, Dell.com, LinkedIn, Deloitte, Journals.sagepub.
