Welcoming Younger Workers

As baby boomers retire and Gen X isn’t far behind, millennials (born between 1981 and 1986) and Gen Z (born between 1997 and 2012) make up the new workforce. These new workers in the market have a unique perspective and lots to offer. While hiring decisions should always follow federal and state laws against age discrimination, consider some of these ideas to foster a welcoming atmosphere for younger workers joining the team.

Avoid Negative Stereotypes

Millennials and Gen Z have, perhaps unfairly, been lumped together into a group that doesn’t want to work, is scared of confrontation, or feels entitled. It’s difficult to escape the clichés. Though these are overly simplified labels, it’s worth considering the world in which these generations join the workforce.

A Johns Hopkins study found that younger workers “are starting their careers during a time of growing inflation, mounting student loan debt, a housing crisis, and an impending recession. In addition, they have faced catastrophic occurrences like war, social instability, and an increase in gun violence. On the whole, Gen Z has been dealt a difficult hand, and it’s defining how they engage in work.”

New attitudes toward the concept of work may include a focus on work-life balance, devaluing hustle culture, setting boundaries, and limiting or rejecting work during personal time. Younger generations are often well-versed and empathetic to mental health concerns and know how to advocate for support. 

Despite all these cultural notions of young workers, each person who joins a team should be recognized for their individual strengths and talents. After all, there’s a reason they were hired.

Appreciate Young Workers’ Strengths

Younger workers are often tech-savvy, familiar with all social media platforms, aware of current trends, and comfortable collaborating. Companies in all market sectors are adopting AI into daily business, and a Google survey of Gen Z workers found that 93 percent “use two or more [AI] tools on a weekly basis.” Almost all workers surveyed anticipated that AI would significantly impact their work over the next five years. These statistics show that younger workers demonstrate incredible adaptability to technological advances and are capable of early adoption with less resistance.

Though society doesn’t fully understand the mental health impacts of a generation who were raised immersed in technology, professors at Pacific Oaks College acknowledge that “Gen Z stands out for their willingness to discuss and seek help for their mental health issues. Compared with previous generations, they are more likely to acknowledge their mental health struggles and actively seek professional help.” Being open and vulnerable about struggles inside and outside of work can help workers avoid burnout, learn how to collaborate and compromise, and produce empathy for other colleagues’ concerns.

Foster a Positive Company Culture

A Deloitte survey found that 77 percent of Gen Z respondents wanted to work for a company whose values aligned with their own: “Gen Z no longer forms opinions of a company solely based on the quality of their products/services but also now on their ethics, practices and social impact.” 

Company culture that fosters good values could:

• promote ethical behavior
• foster community relationships
• provide employees paid opportunities for service
• encourage civic engagement
• reduce the company’s environmental footprint

Provide Meaningful Benefits

While traditional benefits like retirement contributions, health insurance, and rigid PTO have been the norm, studies show younger workers prioritize non-traditional benefits such as:

• health and wellness programs, such as gym memberships
• mental health benefits, such as access to telehealth therapy
• caregiving benefit
• tuition assistance
• financial wellness benefit
• life insurance
• student loan repayment benefit
• pet insurance
• floating holidays
• generous paid time off for either sickness or vacation

Benefits can also include allowances for making a comfortable and personalized workspace, complimentary snacks and beverages, or paid training and enrichment activities.

Offer Flexible Work Arrangements

The pandemic dramatically altered the workforce and showed people what a flexible schedule could do for their work-life balance. Over three-quarters of Gen Z workers described flexible work as very or extremely important. Flexible work benefits may include:

• compressed work week, such as four 10-hour days for a typical full-time job
• customized daily schedule, where the required hours can happen at any time during the day, in any combination
• customized weekly schedule, such as working on the weekend in exchange for a weekday off
• remote work where there is little or no office time required, allowing the company to hire non-local residents
• hybrid work, a combination of remote and office attendance

Workers with flexible work schedules may more easily care for children, pets, or aging parents, schedule medical and other appointments, take breaks during the day for exercise or wellness activities, and avoid stressful commutes. Offering flexible schedules shows your company values the work-life balance of your employees and demonstrates trust that they can work independently.

Companies looking to add to their team can shake off the stigma attached to younger workers and embrace the ways they are reforming the workforce for good. By examining the ways your company can adjust and improve, you can help your new hires feel welcome and look forward to a positive and productive working relationship.

Implementing WorkforceHub to manage your workforce appeals to members of all generations. It’s easy to use and includes features that simplify automated time and labor tracking and scheduling. Plus, all members of the team can access important documents, PTO accruals, and time-off requests from a single source. Learn more and get started for free today!