Continuing her series on workplace culture and HR, Cordelia Morgan-Cooper tackles the issue of ambition in a Generation Z workforce. From more frequent feedback meetings to expectations on tools and platforms, the founder at CMC Consulting offers insight and advice to igaming companies.
In today's dynamic work landscape, the clash between business work culture and the expectations of the Generation Z workforce has become a topic of widespread discussion. With their unique perspective on work-life balance, career progression, and workplace culture, Gen Z often finds themselves portrayed as a generation with unrealistic expectations. This is heightened further by favourable working conditions in the igaming industry and industry-leading benefits.
It leads me to question whether this is a fair assumption or do they just get a bad rap.
In the ever-evolving landscape of the modern workplace, understanding the expectations and motivations of Generation Z is paramount. Born between 1997 and 2012, Gen Z represents a generation characterised by technological fluency, social consciousness, and a distinct set of values. As they enter the workforce, their perspectives are reshaping traditional notions of work, demanding flexibility, purpose-driven roles, and meaningful connections in their professional lives.
Purpose-driven work
One of the defining features of Gen Z's approach to work is their pursuit of purpose-driven roles. Unlike previous generations that may have prioritised financial stability or job security, Gen Z is drawn to organisations that align with their values and contribute to societal or environmental causes.
They seek authenticity and transparency from employers, expecting genuine commitments to ethical practices and social responsibility. For Gen Z, work is more than just a means to earn a living; it's an opportunity to make a positive impact on the world. Within HR functions we have seen a steep increase in employees wanting to understand corporate social responsibility initiatives to see if they align with their values.
Gen Z is drawn to organisations that align with their values and contribute to societal or environmental causes
This has prompted gaming businesses to create mission statements not only from an employer branding perspective but also to demonstrate how they are helping to make the world a better place. Tom Galanis’ This Years Rule initiative at TAG Media highlights this perfectly.
Digital natives in the workplace
Growing up in an era defined by technological innovation, Gen Z is inherently comfortable with digital tools and platforms. They expect seamless integration of technology in the workplace, from communication tools to project management software.
Remote work, flexible schedules, and virtual collaboration are not just preferences but necessities for Gen Z, who value autonomy and adaptability in their professional environments.
Gen Z expect seamless integration of technology in the workplace, from communication tools to project management software
Employers must embrace digital transformation and provide the technological infrastructure necessary to support Gen Z's work preferences. It's crucial that businesses can support and promote internal communication tools that allow for this.
Feedback culture and continuous learning
Feedback is fundamental to Gen Z's professional growth and development. Unlike previous generations that may have been accustomed to annual performance reviews, Gen Z craves real-time feedback and mentorship.
They seek opportunities for continuous learning and skill development, leveraging technology to access resources and upskill rapidly.
Employers must adopt agile performance management practices, providing regular feedback and opportunities for professional development to meet Gen Z's expectations. When deciding about a new job opportunity they want to know what is in it for them.
Employers must adopt agile performance management practices, providing regular feedback and opportunities for professional development to meet Gen Z's expectations
They want to have answers to how businesses will support them in their development which is a shift from previous generations. This has led to some challenges within HR functions that have needed to adapt to these changes and at CMC Consulting we work closely with business owners to address these.
Redefining balance
Gen Z prioritises work-life integration over the traditional notion of work-life balance. They view work as an extension of their personal lives, seeking flexibility and autonomy in their professional pursuits. Remote work, flexible schedules, and the ability to pursue personal interests alongside their careers are essential considerations for Gen Z.
Employers must recognise the importance of work-life integration and provide the necessary support and resources to accommodate Gen Z's lifestyle preferences. Flexibility has become a buzzword in the igaming industry over the past 5 years and this will definitely continue.
Building bridges across generations
To effectively navigate Gen Z's expectations in the workplace, organisations must foster a culture of inclusivity and collaboration. Recognising the strengths and contributions of Gen Z, while addressing their unique needs and preferences, is essential for creating a cohesive and high-performing workforce. Intergenerational mentorship and learning opportunities can bridge the gap between different age groups, fostering mutual understanding and respect.
We have seen real success with buddy systems set up in igaming companies for new starters. By embracing diversity and promoting collaboration across generations, organisations can harness the talents of Gen Z and drive innovation and success in the modern workplace.
Understanding and accommodating the expectations of Generation Z in the workplace is essential for building resilient and future-ready organisations within the igaming industry but also throughout the working world. Rather than viewing their expectations as unrealistic, organisations should embrace them as opportunities for growth and innovation.
By prioritising purpose-driven work, embracing technology, fostering a culture of feedback and continuous learning, and supporting work-life integration, igaming organisations can create environments that attract and retain top Gen Z talent, driving sustainable success in the ever-evolving world of work.
Cordelia Morgan-Cooper
has over a decade of international HR and recruitment experience. She has developed a passion for driving happiness, wellbeing and success in the workplace, having seen first-hand the impact of an engaged workforce when it comes to both recruitment and employee retention.