This is one of a series of blogs on Generation Z. Over the course of the blogs and through the talk I give at conferences and related events I explain

how and why Generation Z is different, naming seven key characteristics
the challenges this presents for leaders and organisations
the solutions not only to overcome those challenges but ensure future prosperity.

Gen Z is the most important generational shift yet. Their experiences and outlook are not understood well enough by those who have come before them. Generation Z has huge, as yet mostly untapped, potential to meet the challenges of today.

At the bottom of this blog are links to all previous blogs and videos, including those relating to the key characteristics of Generation Z.

Click on the link to book Alex to speak at your event about Generation Z

The seven key characteristics of Generation Z reveal a whole host of challenges for leaders and their organisations.

Let us take a moment to put this in context.

Far too much of the literature around Generation Z is glass half-empty material, as though everyone older is having to make the best of a bad job.

‘This generation is different and we cannot work them out’ is a comment I get a lot. No problem with that.

‘How can we make Generation Z more like us and help them get their heads around the real world?’ I am a lot less enthusiastic about comments such as this, and I hope those engaged with my content can see another perspective. There is a need to take some time to understand.

This blog acts as a bridge between the characteristics and the solutions.

The main challenges brought to me by leaders in coaching conversations will not surprise you. In no particular order they are:

Recruitment
Retention
Motivation
Engagement
Training

I have been discussing these challenges in a series of focus group meetings with Gen Zs such as those below. It has been lots of fun to have these conversations, and a big thank you to everyone who took the time to participate.

These challenges are borne out of a range of circumstances which have made Generation Z different from their predecessors.

For clarity, Gen Z is not a different species and the transition from one generation to another is not a guillotine. More on the first blog on the series here. People should still be seen and treated as individuals but the social, political, technological and economic circumstances inherited by any generation are going to shape it.

The Global Financial Crisis of 2008 had a long aftermath. The period of austerity had a significant impact on the public services experienced by Gen Z, and the employment prospects of many of their parents.

Whether it was related to the economic policy of the time or not, the 2010s were not a prosperous period overall. When the pandemic hit. Many Gen Z experienced that being last to join their organisation meant they were the first to leave. Cuts in pay and working hours hit them harder too.

Their economic power, and voting power come to that, is growing. The first Gen Z was recently elected to Congress and a higher than expected turnout amongst them had a significant influence in the American mid-term elections.

By 2025 Generation Z will represent over a quarter of the UK workforce and by 2030 a third of the global workforce. Those are serious numbers. By the latter date the oldest Gen Z will be in their early 30s.

The Great Resignation has also led to more opportunities opening up for younger employees, either for advancement within the same organisation, to go elsewhere or to fill a gap in the market by going it alone.

I am not going to tackle each challenge one at a time, but instead through a series of solutions which cover the bases between them. At face value they are not revelatory, but through the detail my intention is to tie the characteristics, challenges and solutions together.

The solutions are: