by Stéfanie Rochford, CRHA
Named « Gen Z », the next generation following millennials has arrived and merit our attention. They now represent 20% of the workforce (Statistics Canada) and combined with the millennials in 2020, they will total 50% of the workforce and increasing to 75% in 2030 according to the Business Development Bank of Canada (BDC).
This emerging and connected generation will create major changes and a new intergenerational work environment and dynamic.
To succeed in retaining and creating a good employee experience, two important factors in fighting the labour shortage, the characteristics that define them according to the Deloitte “2019 Global Millenial Survey” are as follows:
- Value experiences and the interest and desirability of a job over salary;
- The importance of cultural diversity in the workplace;
- A personalization of their career path (hybrid careers) : professional development,
leadership and mentoring programs; - Work for companies that align with their values : ethical consuming and positive
impacts on the community and the environment.
The Generation Z will also bring important changes in the recruiting process, professional development programs, work conditions and retention programs that companies offer.
To successfully attract and retain this generation, personalized job offers and work conditions such as teleworking, a flexible work schedule allowing for a better work-life balance with shared family responsibilities are recommended. Activities and corporate policies on social and environmental responsibilities such as banning the use of plastic bottles in offices and volunteering for various causes are valued thus creating a good employee experience and corporate branding.