Gen Z is Coming -- Here's How to Get Ready For It

Every recent generation has come to the workplace with different expectations and career goals. These expectations and goals are deeply rooted in the economic and political times they grew up in. Let’s take a quick tour of the generations spanning from 1928 through 2012 using the following table:

The trends are evident, with an evolution from strict hierarchies, command and control, and work before other interests focused on flexible, collaborative organizations infused with technology in pursuit of meaningful work that allows time for families and other pursuits.

Understanding gen Z

The older segment of this demographic is now entering the workforce, bringing new expectations and working styles. What specifically sets Gen Z apart? Here are four crucial differentiators:

• Gen Z workers are digital natives who grew up with technology and are adept at using digital tools and platforms.
• They value authenticity: no games or office politics; these workers prefer transparent, open communication and authenticity, roughly defined as living the company’s stated values, acting ethically, and engaging with them personally.
• They seek stability: like the Silent Generation, Gen Z values job security after growing up in uncertain economic times.
• They are socially conscious: these workers often prioritize working for a company that demonstrates social responsibility.

In a nutshell, the ideal opportunity for a Gen Z worker will be one with a high degree of technology integration with a consistently ethical company that offers stable career opportunities for growth, learning, and personal development. These employees put a premium on maintaining a healthy work-life balance, having flexibility in their roles (remote work, direct jobsite show-up, flexible hours, compressed workweeks, job sharing, part-time opportunities)), and doing work that positively impacts the world.

Modernizing recruitment strategies to attract gen Z candidates

As technology natives, the Gen Z job seeker naturally gravitates to the internet and digital platforms for employment opportunities. However, their preferred platforms are different from just a few years ago. Rather than traditional job boards, these candidates rely on social media sites like Instagram, Facebook, and LinkedIn. To reach the Gen Z candidate, you’ll need to include these platforms.

Next, you should consider creating engaging and visually appealing job postings beyond text-only descriptions of duties and responsibilities. Add relevant images and graphics and emphasize corporate values, sustainability practices, innovation, and workplace flexibility.

Creating an appealing work environment

When your business involves heavy construction, you might wonder how to create an appealing work environment. Flexible working hours are an excellent place to begin, particularly on projects that small crews can handle. Allow employees to report directly to the worksite rather than come to the shop first. For office staff, remote work opportunities are highly valued and easily supported.

Use up-to-date technology in daily operations and encourage employees to look for process improvements, ways to automate redundant tasks, streamline workflows, and help improve overall operational efficiency. Improvements like these are applicable in the office, the warehouse, service areas, and the field, although to a lesser extent.

Offer continuous professional and trade development options like workshops, courses, seminars, and tuition reimbursement.

Training and development

Training is an area where you can impress your Gen Z workforce. Advances in virtual and augmented reality technology create immersive experiences that are second only to getting your hands dirty in real life. Learning management systems (LMS) deliver interactive training that adapts to each employee's skill, knowledge level, and preferred learning style.

An LMS is ideal for providing microlearning. This training technique employs short, focused segments to meet a specific learning objective, such as addressing specific safety modules for a particular piece of equipment or executing a specific task with the machine.

Then, there is the opportunity to pass along institutional knowledge through mentoring. Your oldest employees possess the bulk of your institutional knowledge that you lose the minute those employees retire and walk out the door. One way to pass this knowledge is by pairing the old pros with the rookies. Set aside some time for the two to talk, work through processes, and pass along the tricks of the trade that only come with experience.

Incorporate continuous feedback and inclusivity

“Communication takes time, and we’ve got work to do, so just do it.” If you have heard or said something like this, expect the Gen Z employee to respond, “That’s exactly why we want continuous feedback, so we know what’s going on and are included in the process.”

So, who has time for communication, anyway? We all do when we make it an integral part of the work process. Construction crews with tailgate meetings before heading to the job or starting work are an excellent example. You can take this concept inside the office, too. The keys are simple:

• Keep it short and focused.
• Discuss the work ahead, don’t dictate.
• Allow for input and changes, if possible.
• Make sure everyone is included.
• Update employees who cannot leave work (CSR, dispatcher, security).

During the workday, practice management by walking around (MBWA). This is not hovering; this is swinging by and checking in with each employee, answering questions, offering encouragement and feedback, and making employees feel engaged and included.

Leveraging technology and innovation

Technology continues to enrich everything in the office and at the worksite. Most folks are familiar with office technology, but what about out in the field? Here are four examples of integrating technology into their construction equipment and processes, particularly for road building:

1. Topcon: Targeting small and medium-sized projects, the MC-Mobile system combines surveying, equipment control, and grade checking into a single package that works with a wide range of mini-excavators, compact track loaders, and skid steer loaders. With MC-Mobile, the equipment operator can lay out the project in the field, construct it, and verify that finished grades meet project specifications, tasks that generally require three people.
2. Komatsu: Komatsu’s Smart Construction Road suite of technologies includes intelligent Machine Control (iMC), which automates bulldozing and grading processes. This technology allows machines to grade and compact roads to exact specifications using 3D design data loaded directly into the machine’s control module, reducing human error and rework.
3. BOMAG: BOMAG’s intelligent assistance systems equip site managers and operators with technology that optimizes equipment performance and construction results. Functionality includes fuel consumption optimization (TELEMATIC), monitoring compaction (ECONOMIZER), and real-time construction results mapping (BOMAP). These sophisticated technologies reduce total project time and eliminate rework.
4. Drone Services: Drones are making substantial contributions to heavy construction projects, from highways to mining. Most companies rely on providers like RMS to provide qualified pilots to gather site data and data specialists to analyze the data and deliver results to crews in the field. Drones are much faster and more accurate than traditional surveying and staking.

These examples reflect the ongoing shift towards automation and digital integration in the construction industry, particularly in enhancing the efficiency, accuracy, and sustainability of road construction processes. Based on the preferences of Gen Z job seekers, I think they’ll find these types of technological innovations extremely attractive.

Prepare your current staff for gen Z integration

Every organization faces the challenge of integrating new employees with values and expectations different from the “way we do it here.” Successful integration requires teamwork and understanding how the Gen Z work view differs. So, how do you make it happen? Here’s a couple of suggestions:

• Communicate Gen Z employees' unique characteristics, expectations, and capabilities. This can be done at all-hands meetings, workshops, employee gatherings, or whichever venue your company prefers.
• As you implement changes like flexible hours and remote work, include Gen Z and older employees in developing the processes and procedures. Then, make these changes available to all. Never set the Gen Z cohort apart this way.
• Have regular team-building events that integrate older and Gen Z employees into the teams. Again, do not pit a Gen Z team against one with older employees.

Conclusion

Incorporating the next generation of workers with different expectations and objectives is an ongoing evolution every organization must undergo. And, it’s safe to say the phenomenon has been going on as long as people have formed groups—we have fancier names for them now. To succeed requires we understand what the next generation wants and expects and what new skills and capabilities they bring. In addition to understanding, Gen Z employees need to be integrated into your workforce quickly and effectively. The good news in all this effort is that everyone can benefit