As we step in to 2025, one of the key considerations for any business leader will doubtless be your team – whether it be recruitment, well-being or training.

It’s likely that Gen Z, today’s 15-28 year olds, will comprise an ever larger proportion of your team. Leaving or shortly to leave education, they are expected to account for 30% of the total workforce in the very near future.

As a Chamber, we support the efforts of all local schools to prepare new generations for the future of work. We need to make the connection between business and schools closer, so the current school leavers are less anxious about the gap between school and work and understand what opportunities lie right on their doorstep.

You can find out more about our work here by emailing projects@cheltenhamchamber.co.uk

Below, we consider Gen Z specifically and how business can better incorporate this generation into our current working environments.

A Contradictory Generation?

Like all population cohorts, there are huge differences between individuals in Gen Z, from– Oxford graduates to youth unemployment. However, there are key generational factors that mark them out from older groups.

For example, they are the first group to grow up completely as “digital natives.” TikTok is their social medium of choice and nearly half still live with their parents.  This life stage is marked not just by “rites of passage” – from teenager to adult, but also by contradictions. For example, they are the most concerned by climate change, yet also the biggest users of fast fashion. Businesses that find ways to resolve such issues could be big winners in the future. 

Building Bridges

We shouldn’t be negative about our future generations; it’s about learning and understanding their characteristics and working out how to bring them onboard and build those bridges.  Why don’t you take a moment and see how much your business is accomplishing for your current team members but also for your future team members and those that will continue to build your future company.

Strategies for Success

The material below was inspired by Lexie Cook: “Six Strategies for Success with Gen Z”, first published in EP Insights.

Purpose and Values

Gen Z is driven by purpose and social responsibility. They seek employment opportunities with businesses that align with their values and have a positive impact on society. Companies need to clearly communicate their core values, demonstrating how their work meaningfully contributes to change. Encouraging employees to engage in local communities or sustainability initiatives can further enhance a sense of purpose and connection to companies.

A Culture of Inclusivity

Diversity and inclusivity are paramount for Gen Z. They value workplaces which are welcoming and appreciative of all, regardless of background. Employers should strive to create a culture that celebrates differences and promotes inclusivity not just through policies but also training and employee resource groups. Creating a workplace culture that values and encourages the diverse ways Gen Z consumes, and processes information is important. This might include creating spaces for informal knowledge sharing, supporting continuous learning opportunities, and encouraging feedback to ensure that communication strategies remain effective and relevant. This leads to a larger discussion: how can we rethink and reimagine the workspace to make it better for everyone?

Growth and Development

Gen Z places a high emphasis on personal and professional growth. They are eager to learn new skills and advance their careers, which is why investment in training and development programs is essential. Offering mentorship opportunities, workshops, and online courses can help build their capabilities and ensure they feel valued within the company. Furthermore, providing pathways for advancement also demonstrates a commitment to their professional growth, making them more likely to stay long-term.

Work-Life Balance

Maintaining a healthy work-life balance is crucial for Gen Z employees. They have grown up in a world with a myriad of available technologies, arguably leading to an emphasis on flexibility and mental well-being. Businesses need to consider flexible working arrangements, such as remote work options or flexible hours, to accommodate the varying needs of their workforce. By prioritizing work-life balance, companies can enhance employee satisfaction and reduce burnout.

Leverage Technology for Engagement

Technology plays a central role in the lives of Gen Z. Utilising communication platforms, collaboration software, and social media can enhance connectivity among employees and foster a sense of community. Additionally, businesses should encourage open communication to understand their workforce better through frequent digital surveys. By harnessing technology, companies can create an engaging and responsive workplace.

Recognise and Reward Contributions

Finally, recognition is a key factor in retaining Gen Z workers. They thrive on feedback and appreciation, so organisations should implement recognition programs that celebrate individual and team achievements. By acknowledging their hard work and dedication, organisations can build a positive culture that encourages long-term commitment and leaves employees feeling valued.

A Guide to the Generational Cohort

Those born before 1928 are known as the Greatest Generation and those born now as Generation Beta.