Category: Technology

GENERATION Z

Are You Ready For Generation Z?

Have you ever wondered who Generation Z is? Gen Z or iGeneration constitutes of people born between 1996 and 2015. Many of Z‑ers are out of colleges, starting careers and or starting families. Employers need to understand the traits of Generation Z as this group has a crucial impact in the workplace and needs to be properly managed because they are the future workforce. Generation Z will flood the job market before you know it. They come in a globalization age where almost everything involves technological gadgets which make work easier and an online presence is fundamental for success. Companies need to get digital, stress on career development, give regular feedback, foster wellness and work -life balance. Some of the characteristics of Generation Z are tech native, values flexibility, diverse, mental health champions and competitiveness.

Tech Native

Generation Z are more tech savvy than the previous generations. Generation Z grew up exposed to smartphones and fully utilizing the social media both in their professional lives.  Research shows that 95% of Generation Z owns smartphones. They feel cosy using internet to work, research and interact. This enables them to seek knowledge as learning has been made easier with the availability of Google and other applications that foster learning like YouTube. In fact, most of them enroll in virtual short courses to boost their careers. They prefer working for companies that prioritizes technology and mobile engagement strategies. This is a factor they keenly consider while job-hunting. However, they prefer face-to-face communication at workplace despite being born in a technological era. On the negative side, technology has led to feelings of isolation and underdeveloped social skills. Generation Z is known as the “lonely generation” as they spend most of their time glued to television and mobile phone screens.

Values Flexibility

After the corona-virus pandemic, companies are re-opening and employees are getting back to the offices. Some companies have formed a hybrid working environment.  Generation Z has become more vibrant in championing for remote and hybrid work environment as they appreciate work-life balance and competitive packages as opposed to the traditional 9-5 and work from office culture.  They want to have control of their career journey. Generation Z are also attracted to benefits like medical covers, long vacation breaks, paid parental leave, free food and happy hours. To most, results justify the means and employers and supervisor should delegate a task and let them work independently most preferably, remotely. Gen Zers wants the ability and autonomy to work remotely but also still maintain a physical interaction with new colleagues. Nonetheless, they are okay forming and developing relationships online without necessarily having a physical connection.  This has been geared by easy access of smartphones, high-speed internet and social media. Companies should take into consideration work flexibility and ensure work -life balance to retain this generation.

Diversity

Generation Z is the most diverse group and has distinct values and views in the workplace.  They believe that diversity and inclusion in workplaces, not just by age, race or gender but also in terms of personality, will increase productivity and the overall good in the community. Diversity and inclusion is a factor in their job hunting checklist.  To Generation Z, equal pay for equal work, gender neutral facilities and racial inclusion should be a top priority to employers. Organizations should adapt their culture to accommodate Generation Z.

Mental Health

Generation Z values mental well-being and thus prefers a toxic-free working environment. Research shows that Generation Z is more likely to report mental health issues as compared to the millennial generation and seek therapy. Sexual harassment, racial discrimination, and students’ loans among other issues top the list of causes of stress to Generation Z. They also do not tolerate authoritative or toxic leaders as they are used to sharing their thoughts publicly and getting feedback instantly. They expect their ideas and thoughts to be heard and respected.  Generation Z want employers to address mental health issues as they are conscious of effects of poor mental health. Employers should create stress awareness, provide stress management resources, support medical health campaigns and work-life balance to attract and maintain Generation Z.

Competitive

Generation Z are needless to say competitive and enjoys healthy competition. This can be associated with their solid necessitate for acceptance in workplaces. Generation Z takes risks as they grew up in an economic recession. Generation Z is also motivated by stability that comes with well-defined job description and compensation packages. They hold dear clear expectations about how to realize success and career advancements. Companies should encourage healthy competitions in the workplaces to motivate Generation Z.

Conclusion

In conclusion, Generation Z is unique and has a number of characteristics that make them distinct as compared to the prior generations. They are tech native, flexible, diverse, values mental health and are competitive. With these, employers should strive to understand the traits and preferences of Generation Z as they will dominate the workforce in the coming years. Companies should create a culture that promotes the strengths of the Generation Z in order to attract and retain them. This is because Generation Z will be amongst the most indispensable asset a company can have in a globalized and technologically developed era.

COVID-19 crisis: What is the present and the future for Organizations?

“Today be thankful and think how rich you are. Your family is priceless, your time is gold and your health is wealth.” – Zig Ziglar

As of 2nd April 2020, Kenya had 110 confirmed COVID-19 cases and 3 casualties. There is palpable panic as the nation grapples with the new realities presented by the spread of COVID-19. As organizations attempt to deploy their responses to the crisis, there have been concerns about the effects on the workforce. For some firms, it has been easy to transition to a remote workforce. The use of remote working platforms such as Office 365 and Slack has made it possible for workers separated geographically to realize their targets. For some enterprises, this has not been possible due to travel restrictions, challenges with the supply chain and the nature of their work. The economic effect of the health crisis is slowly being appreciated by the government. Several economic measures have been put in place including the president and his deputy taking 80% cut on their salaries. 

For employees, there are concerns that the jobs that have been rendered redundant might never come back pushing more people into unemployment. In a country where the unemployment rate stands at 9.68%, the looming threat to the future of jobs is difficult to confront. For employees working remotely, there are concerns that even with the measures taken by the government to reduce some taxes, the financial stability of organizations hangs in the balance.

What do organizations need to do in the wake of this new reality?

What matters most for now is the safety and health of your employees.

Different employees face different health risks. For instance, an organization that deals with clients face to face has front office and back-office staff. The level of health risks that front office staff have to face may not be similar to back-office staff. An assessment will help determine which functions need to be on-site and which functions can be done remotely. For functions on-site, it is not just important to print out recommended guidelines, it is equally important to update internal occupational safety and health guidelines and ensure they are adhered to.

Working remotely is not as simple as stay-at-home.

Organizations need to consider eligibility, approved tools and protocols for security compliance. It is not clear how long and how far into the year the effects of COVID-19 will spread globally and locally. For this reason, it is important to develop a remote working plan that envisions this. The infrastructure gaps and cyber security risks need to assessed and addressed to ensure the remote working plan runs smoothly.

Fine, tactical details need to be addressed such as:

Does the organization have the adequate infrastructure to manage a remote working model?

What about employees who do not have laptops? What is the best way to ensure they are not left out?

What tools adequately match the specific tasks that need to be carried out?

What tasks need to be carried out and how frequently?

How will collaboration be ensured for activities that need documentation?

What are the business performance indicators in light of the new working model?

How will the organization document its lessons and implement them for posterity?

Anxiety is everywhere, someone has to deal with it.

It is not as simple as “keep calm, work from home.” There are concerns about the future of organizations in the country. The flower industry in Kenya has taken a significant nosedive as access to markets has been impossible due to the grounding of flights. As online delivery companies thrive, there are brick and mortar companies that are weighing their options. The leaders of each organization need to assure their team members. They need to communicate about the changes that are taking place at the organizational level. For organizations whose finances are in a precarious state, this would be the perfect time to demonstrate the organization cares about its employees.

 Recently, the Chief Executive Officer of Kenya Airways announced that he would be taking a pay cut of 80% to avoid laying off staff. Leadership at this time is less about what is said and more about what is being done. The economic crisis brought about by COVID-19 will last for months. If an organization can avoid laying off staff in the meantime, it would save many from sinking into abject despair. Kenya Airways is leading the pack. Even though 65% of the airline’s flights are currently grounded, the airline has decided to keep its staff on a paycheck for lesser pay.

Other organizations are offering their employees shopping vouchers to cushion them as the organization strategizes on how to keep afloat. Others are finding ways to keep their employees at work by exploring alternative business strategies. For instance, there are distilleries in America that have opted to use their raw material to make hand sanitizers in order to keep their workforce. In order to pay salaries, these organizations have sought donations from the public. Locally, there are a number of manufacturers who are offering to use their logistics department to transport medical supplies to far flung areas of the country.

These times call for innovation, creativity and compassion. We believe you are doing your best by your staff and as we appreciate this is business unusual, we are also optimistic that we will continue to figure things out as we learn to live with our new normal. In the meantime, if you are among those who are in the essential services and recruiting, our recruiting operations are ongoing and we would be glad to offer our support in getting you the talent at a discounted rate.