According to the article “Get Ready to Hire Generation Z” by Penelope Trunk, this group of future co-workers finds email intolerable, processes information like a “speed demon” and has little interest in job titles and hierarchy.
They are also described as lifelong learners, who are motivated through interesting work and the opportunity to participate in challenging projects that expand their knowledge base.
Employee communicators – and most organizations – haven’t done a very good job adapting our workplace communications for Gen Y. We have been slow to adopt social media for internal communications purposes, we rely heavily on email push to get the word out, and our copy has remained bloated, with large blocks of text.
Gen Z will have little tolerance for these practices.
Instead, Trunk advises organizations to prepare for Generation Z by adopting these communication guidelines:
- Keep it short. Most Gen Zs use phones as their primary means of communication, so ditch the compound, complex sentences and write in microbursts.
- Focus on social media. This generation wants to interact, not be fed information, and wants to see and be seen.
- Emphasize knowledge attainment over professional advancement. Managers of Generation Z will need to re-calibrate their thoughts on motivating those workers and focus on new assignments as an opportunity to learn a new skill, rather than an opportunity to earn a new title.
Don’t delay: the first wave of Gen Zs will enter the workforce in May 2012.