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Gen Z workers have a problem when it comes to technology

 



Younger employees aren’t fans of your IT department and want you to know it.

Entering the workforce does not hesitate to push back on elements of the work experience that do not align with their worldview. From executive transparency to the role of the office itself, Gen Z has it all.

Generation Z have their own ideas about how technology should help them at home and at work.

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Organizations need to pay attention. Given that much of the work experience now flows through video calls and instant messaging clients, IT departments have unprecedented influence over how employees interact with their organization and with other employees. I have. In other words, workplace culture is never just for the HR team.

Here are three areas Gen Z is looking for change, and how organizations and IT teams can meet those demands.

Seamless technology experience

Millennials may have come of age in an environment where technology was almost always accessible, while Gen Z was born in that environment.

Young workers who are true digital natives have high expectations of technology and are happy to push back when those expectations are not met. Some even choose jobs based on the tech tools at their disposal. According to the Workforce Institute, now his one-third of Gen Z employees expect their organization to provide them with the latest technology. And 1 in 5 said he would not tolerate a bad experience at all.

[How well do you know your Gen Z workforce? Test your knowledge here.]

This increases the need for organizations to ensure that workplace technology works as smoothly as consumer technology. In doing so, it can affect all parts of the employee experience. For example, onboarding new hires brings new challenges as remote teams become the norm. A slight misalignment between IT and HR can mean that a new employee can go days without a laptop. This is a situation that all organizations should avoid.

More opportunities to learn and grow

Conversations about Generation Z tend to focus on differences from previous generations, but the similarities say more.

Think about learning and development. Today’s employees generally say they want to work for an organization that offers them the opportunity to develop their skills and learn new skills. Generation Z is no exception. According to a recent survey, more than 76% of Gen Z employees say they are looking for opportunities to learn new skills. In fact, Gen Z workers are more likely to accept pay cuts in exchange for roles that offer them opportunities to learn.

The HR team has a clear role to play here, but so does the IT department. They have the means to implement and promote technology that provides these learning opportunities that their employees need. For example, low-code tools enable non-technical employees to create their own applications, learn new development skills, and create solutions that directly benefit their day-to-day work.

Increased flexibility and resources

Generation Z workers only know the hybrid office culture because they started entering the workforce during the pandemic. And most of them want to keep it.

A recent survey found that 72% of Gen Z workers have left or have considered leaving a job due to a lack of flexible work policies. Wellness is becoming more and more a priority. 44% of Gen Z employees recently left their organizations due to workload pressures, citing burnout as one of the top reasons for leaving.

Business leaders must build systems and processes that provide and enable flexibility.

Technology is what enables the kind of work environment that young and growing numbers of workers expect. Business leaders must not only ensure that their organizations can provide flexibility, but they must also build systems and processes that enable flexibility.

Organizations need to take the tedium out of their daily routines with the help of technology. With the right tools, businesses can streamline elements like slow-moving internal systems and data entry, saving employees time and allowing them to focus on meaningful work.

And since Gen Z is accustomed to having all the information they need at their fingertips, organizations should use technology to create resources that support mental health and prioritize balance.

A new workplace for a new generation

For organizations, these demands have two major implications. One is short term and the other is long term.

Meeting the needs of young workers today is a valuable tool for recruitment and retention. Competition for talent is fierce, and organizations that listen to their employees will be able to attract new employees and retain existing ones.

The lessons an organization learns today will have long lasting implications for the future. With Gen Z expected to make up 30% of his workforce by 2030, organizations risk ignoring the demand for younger workers.

Sources

1/ https://Google.com/

2/ https://www.forbes.com/sites/servicenow/2022/11/15/when-it-comes-to-tech-gen-z-workers-have-issues/

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