NILES, Ohio – Young people entering the workforce today possess a set of societal concerns, priorities and a culture that are much different than previous generations.
Yet it’s important that employers embrace these differences rather than dismiss them, especially if they want to recruit and retain talented employees who are likely to shape an organization’s future, a specialist in generational research says.
“They want leaders that are going to say, ‘You can make a difference, and I’ll help you,’” said Meghan Grace, a generational researcher, consultant and author based in Nashville. “The wonderful thing about this generation is that they’re both dreamers and doers.”
Grace is referring to Generation Z, or those individuals born between 1995 and 2010 and are today between the ages of 15 and 30. She holds a Ph.D. in higher education and leadership policy from Vanderbilt Peabody College and a master’s degree in higher education/higher education administration from the University of Arizona.
She also is the co-author of “Generation Z: A Century in the Making” and “Generation Z Goes to College” and hosts a podcast that focuses on subjects on generational studies and education.
“What’s really a hallmark about this generation is their ability to connect and find information,” Grace said. “Through technology, they’re able to feel really closely connected to other people, but also social issues they care about.”
Grace served as the keynote speaker at the Regional Talent Summit, an event organized by Lake to River Economic Development and JobsOhio. The forum was held Thursday at the Eastwood Event Centre.
Her presentation touched upon how different generations are impacted by their formative years, often influenced by the era’s social, political and economic forces. Much of her study has been with those of Generation Z who are in their late teens and young adult years.“They’re developing their own self, their own way,” she said, for the first time beyond immediate family influences.
At the start of her talk, Grace suggested the audience ponder their first job and reflect how the world has changed since.
“I made $2.75 an hour working at a movie theater,” one audience member shared. “I sold popcorn, candy and drinks. We took money and made change in our heads. There was no cash register.”
Others reflected on how their parents left them alone in the neighborhood to play without supervision. “They trusted the lifeguards at the community pool,” one member in the audience said. Her role as a parent, however, is dramatically different, as she often checks on her school-age daughter with apps such as 360.
Thirty-five years ago, such technology did not exist, Grace noted. Today, the public is saturated with information that causes many parents to fear for the safety of their children.
For those born during the decade following World War II – the first 10 years of the baby boomer generation – there was always the specter of a nuclear attack as the Cold War between the United States and the Soviet Union intensified at times.
“We would have fallout drills,” one woman recalled. “We would climb under a tiny wooden desk, as if that was going to protect us.”
Generation Z represents a workforce that has a set of societal concerns that are different than previous age groups, Grace noted. They are also shaped by events in their lifetime – such as the terror attacks of 9/11 or the Covid-19 pandemic. Many in this group emphasize a concern for the environment, access to an affordable college education, inclusion and equity, security through adequate housing and safety – a concern that has intensified by episodes of school violence.
As such, younger employers are more likely to challenge more traditional policies in the workplace, Grace noted. “I think Generation Z is looking at a much larger perspective,” she said. “That life is meant for living, not just for working, and that’s hard for older generations who might have sacrificed a lot earlier in their life to get ahead in their career.”
For example, many seek flexible work rules and a less rigid structure in the workplace, she said. “The rigidity of a structure without an explanation is going to be really difficult for this generation.”
Grace also emphasized that Generation Z workers are nonetheless driven and bring a sense of passion and duty to their professions. At the same time, these young people strive for a sense of health and wellness.
“Gen Z will tell you that they’re able to do their best work when they’re a whole person and a healthy person,” Grace said. Moreover, its embrace and understanding of technological tools is vital to business growth.
“Technology is how we navigate the world, how we get things done,” she said. However, this generation also sees a wider impact. “They’re also saying, ‘Is there a way that technology can be a part of our lives, to make more space for things that matter?’”
Pictured at top: Meghan Grace, a generational researcher, consultant and author.