www.business-review.eu Business Review | August 2021
14 COVER STORY
Gen Z facing a challenging future Generation Z, meaning individuals who were born after 1996, represents the next wave of employees, consumers, entrepreneurs, and employers, and it is starting to attract attention for this reason. People in this age group are known for seeking their own values in all the relationships they develop, so both employers and brands should become highly adaptable and flexible in the future in order to meet this generation’s needs and expectations as adequately as possible.
A
By Anda Sebesi
ccording to the Deloitte Millennial
WHAT DOES GEN Z MEAN FOR THE LABOUR MARKET?
Survey 2017, millen-
According to the National Insti-
nials (born between 1981 and
tute of Statistics quoted by ZF,
1996) generally have a positive
the number of individuals born
opinion of Gen Z, believ-
between 1995 and 2000 (Gen
ing the group to have strong
Z's) in Romania is estimated at
information technology skills
about 3.6 million, while world-
as well as the ability to think
wide, a United Nations study
creatively. The study finds
shows that 32 percent of the 7.7
that six in ten millennials (61
billion global population was
percent) believe Gen Z will
represented by Gen Z last year.
have a positive impact as their
Mihaela Feodorof, executive
presence in the workplace
coach and business consultant
expands. This increases to 67
at Performanceway, told Ziarul
percent among millennials in
Financiar (ZF) last year that
senior positions and is higher
Gen Z professionals tend to
in emerging markets (70 per-
ask for flexible work arrange-
cent) than in mature markets
ments, want constant feedback
(52 percent). However, while
from their employers, are less
millennials see great potential
organised than previous gen-
within Gen Z, they also believe
erations of workers, and bring
these younger employees will need a lot of support when they enter
more creativity and willingness to explore. In addition, they have
the workforce.
a different way of communicating with their employers. According
The same study shows that millennials have many useful tips to
to Feodorof, as cited by ZF, the new generation of professionals is
pass on to their future colleagues. When asked what sort of guid-
rather emotional, which means they tend to perceive, consider, and
ance they would give the next generation—based on their own early
filter reality according to their own feelings.
career experiences—the main areas of advice were: learn as much as possible; work hard; be patient; be dedicated; be flexible. Millennials believe that Gen Z's will especially need to develop
This spring, Catalyst Solutions launched a study about Gen Z with the aim of creating a favourable environment for understanding the needs of students and graduates around career develop-
softer skills rather than technical or specific industry knowledge in
ment, work preferences, and payment expectations. According to
order to meet their expectations. Further, they don’t think Gen Z’s
the study, young people aged between 19 and 25 tend to start to
primary strengths align well with the skills or attributes considered
think about their future careers from their first year of university,
to be the most valuable in driving long-term business success. Mil-
so they choose to follow various programmes meant to streamline
lennials in senior positions (those increasingly involved in decisions
their first professional steps. The study also shows that a majority
over strategy and direction) consider Gen Z to be underprepared in
of students at different universities go into internship programmes
terms of professionalism and personal traits such as patience, ma-
or part-time jobs either in their first two or last two years of higher
turity, and integrity. These are things that come out of experience,
education. In addition, 23 percent of them look towards fields like
though, so they can be learned over time.
marketing, advertising, IT and software as potential sectors in
