Written by Tefilla Miryam
A passionate journalist and a bit experience (still learning) in leading Gen-Z in Kalteng Network, based in Palangkaraya, Indonesia.
KALTENG NETWORK, PALANGKA RAYA - New strategies for engaging companies in light of shifting demography. Generation Z will bring about the growth or demise of entire sectors and businesses. However, it appears that few companies or businesses are prepared for it. While in the media, they are yelling about Gen Z.
However, we choose to still believe in this generation. Are you with us? or you are agreeing with the facts that showed by medias about Gen-Z nowadays?
The arrival of a new generation
The fourth world’s population identifying as Gen Zers, they will soon overtake Millennials as the most populous generation on the planet. More than 27% of Indonesians are belong to Gen-Z, which will be the most diverse generation in Indonesia history by 2020.
Source Data: katadata.co.id
The influence of Gen Zers' impending arrival on the global scene will be immediate and significant, with repercussions seen in the workplace, retail consumption, technology, politics, and culture. This generation, which is very different from Millennials, has a completely different idea of what success in life and the workplace means.
Who is Gen-Z, then? How do they behave? What effects will they have on the economy, company, and workplace? Because Gen Z grew up in the wake of the Great Recession, you would assume that they are a risk-averse, practical, and non-entrepreneurial cohort driven by job stability.
As we looked at their goals for their careers, how they developed those goals, how they worked, their basic beliefs, their behavior and character, their education, and their position on diversity, a more complex picture came to emerge.
Even though salary is the most crucial consideration when choosing an occupation, Gen Z places a lower value on salary than any other generation. When presented with the option of choosing between a more fascinating but lower-paying job and one that pays more, Gen Z was split fairly equally.
Companies and employers must emphasize their efforts to be decent global citizens if they intend on triumphing over Generation Z. Likewise, action always speaks louder than words: Companies need to show that they are dedicated to addressing a wider range of societal issues like hunger, climate change, and sustainability.
The catchphrase for Generation Z is diversity. They value diversity in many ways, not only in relation to gender and ethnicity, but also in relation to one's personality and orientation. Businesses are far more likely to diversify their talent pipelines if they can more accurately reflect the range of variations in their external branding and marketing.
The future of work
We must examine how "employment" itself is changing and evolving as we learn from the preferences and habits of the newest generation joining the workforce.
These forces of change have created new realities that raise difficult issues for us to think about, such as the morality of human-machine cooperation, how to plan for careers spanning 50–60 years, and how to release organizations through a range of talent sources.
The Renaissance person—someone with a wide range of skills, passions, and areas of expertise—will be needed in the workplace of the future. According to my experience, I discovered that there are four essential job abilities must be combined:
Proficiency in digital tools and technology
Ease with data and analytics
Proficiency in business management
Aptitude for design and creativity
What does this mean for company?
According to my experince in leading Gen-Z employees, as they progress through their career, I believe Gen Z will be able to demand more customization. It will take a different mentality for organizations to draw in and keep the best and brightest of the age.
Companies must be prepared to embrace a pace of evolution that aligns with the external environment in order to draw in Gen Z. This requires the creation of strong leadership and training initiatives with a real and visible emphasis on diversity.
Create the ideal employee profile, set up internal apprenticeship programs, or hire bright, skilled individuals and assign them to a position after they join the company.
To increase the number of Gen-Z applying for computer jobs, think about collaborating at the university level to hire exceptional potential talent.
Establish a variety of work formats and structured career trajectories.
Create internal marketplaces to match skill sets required for projects.
Make use of Gen X, Gen Y, and Boomer experience to guide Gen Z toward becoming capable leaders.
Make plans based on the industry you are in's attractiveness and your company's reputation.
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