By: Amanda Saxton, Manager, Education, Food Marketing Institute

My son is part of Generation Z and he’s currently finishing up college. He started his first part-time job recently and was excited for the experience, but he also had some initial complaints about the way the organization did things, and couldn’t he just use technology to do some things faster. Knowing my son and knowing what it takes to excel in a professional environment these days, I can’t help but think that companies wanting to attract young, new talent are going to have to consider what Gen Z brings to the table and how they can woo them.

At the upcoming Financial Executive and Internal Auditing Conference, Vanessa Leong, senior manager of human capital with Deloitte Consulting LLP will be talking about the talent implications for finance organizations, now that Gen Z has entered the workforce. I sat down with her to get some perspectives on this up-and-coming generation of 2.4 billion people¹. Here are some things you need to know about the Gen Z workforce that could be joining your organization soon:

1. Gen Z Hearts Technology

Gen Z, generally defined as anyone born after 1995, is the first generation to have had Internet for their entire lifetime². Whereas many millennials can remember playing Oregon Trail on large computers and dial up connections, Gen Z only remembers a time of fast-moving internet. This means Gen Z has an unprecedented aptitude for technology.

2. But Technology Isn’t Everything

Despite being so hyperconnected, roughly 37 percent of Gen Z members report that technology may have weakened their ability to maintain strong interpersonal relationships and develop key people skills³. However, members of this generation still rank high in communication, flexibility, leadership, creative thinking, and ideation⁴.

3. They Want Stability

Many members of Gen Z watched their parents navigate the Great Recession and tend to be more deeply concerned about long term job stability and financial security than the previous generation⁵. Gen Z is saving far earlier than older generations: 60 percent of them already have savings accounts and 71 percent say they are focused on saving for the future⁶. Their top three priorities are getting a job, finishing college and safeguarding money for the years to come⁷.

4. Gen Z Expects Technology Integration

Gen Z isn’t just fluent in technology; they expect technology to be woven into all aspects of their lives – personal and professional. For example, when it comes to learning, they tend to engage in e-learning and prefer that it is available on demand. They typically expect digital experiences for everything from submitting expense reports to managing customer relationships. Even moving performance management to mobile platforms will likely resonate – for instance, with a mobile app that allows employees and managers to facilitate continuous feedback in real time. When it comes to Gen Z, weaving in digital experiences across the employee lifecycle is key to creating moments that matter.  

5. They Want A Multi-Dimensional Work Environment

When it comes to work, Gen Zs are generally looking for fun and tech-savvy environments, supportive yet competitive culture, and an employer that shares the same values. Being accustomed to the fast exchange of information also makes Gen Z's expectation for instant feedback high. They tend to be extremely success-oriented and are therefore willing to learn voraciously and hoping to get on the ground fast.

So, what does this mean for food retailers in preparing for this new generation of workforce, and making sure to have the jobs and roles that Gen Zs are looking for? Join us at the Financial Executive and Internal Auditing Conference session “Gen Z has entered the workforce: What your finance organization needs to know” and take away some insights for your organization to consider.