Gen Zer’s are individuals born between 1995 and 2009. They are also referred to as digital natives as they grew up with omnipresent technologies. This continuous tech-immersion has impacted this generation’s work preferences, a fact that organizations must recognize if they wish to leverage the skills of this growing workforce. 

Organizations on the road to digitalization can immensely benefit from the tech-savvy capabilities of these digital natives, but they must engage with them differently. Gen Z workers crave freedom and flexibility, they attach importance to conducive work environments, and seek clear career paths. Naturally, the rules of employee engagement must be very carefully crafted for this unique employee group, with distinct aspirations and drivers.

According to one research, Singapore’s Gen Z workers are more likely to seek temporary employment over permanent full-time positions than all other age groups in the city state. In fact, a whopping 49% of the Gen Z respondents predicted “increased employee satisfaction and productivity” as the top impact of the gig economy, significantly higher than the average respondent view of 38 %.

While this new breed of worker will bring uncertainty and change, that disruption can be a hugely positive force. There is an extraordinary opportunity to nurture a new generation of engaged, tech-savvy, creative and evangelical workers.

Here are four tips that will help you tackle Gen Z better:

1. Focus on unique EVP: While most companies have similar sources for hiring that include job boards, job portals, social networks and HR partners, the differentiator lies in how you treat them. Companies should design their recruitment campaigns as if they are attracting a prospective customer. It’s about marketing your unique EVP (employee value proposition). Internet startups are excellent examples that use all kinds of experience including virtual, operation and cultural – to hire Gen Z.
2. Engage immediately: Companies have to create a working environment where Gen Z’ers can collaborate and share immediately. These things bring out the best of their capabilities. Giving them access to mobile and social collaboration tools on their first day at work is the most effective way to engage them. When a Gen-Zer is hired it is best to engage them right away with pre-boarding training and learning instead of traditional HR on-boarding that takes several weeks.
3. Provide rich experience: Gen Zers are looking for a collection of experiences even within an organization. If they fail to get the desired opportunities, they tend to change jobs rapidly. The key to retention then is to put them in charge of their careers. HR needs to facilitate tailor-made employee experiences, embrace career and jobs customization and motivate employees via creative and productive mentorship programs.
4. Focus on Social Rewards: More than money or other benefits, Gen-Zers are looking for social recognition. This generation will not strive for the oldest employee awards, they look for public and peer recognition. So instead of a cash prize for suggesting a new product idea, they would prefer companies sharing such news on social platforms like Facebook, Twitter or LinkedIn. 

All employees need the right tools to do their job, and investing in the latest mobile technologies and will enable everyone to be more productive, whether they’re from generation Z, Y or X. But only by using the right combination of engagement strategies and technology tools will offer the Digital Natives an outstanding employment experience. Gen Zers eye on-the-job excitement and are keener on career growth rather than stability. If their future employers fail to cater to their needs, Digital Natives will take their energy, expertise and enthusiasm to one that will. But with the right people strategy and the appropriate tools, they could also be the key to shaping a successful future for the business.