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If you run a tech company, you likely employ Millennials, and are familiar with the generational stereotypes that go along with that label. In 2013, Time Magazine ran a cover story titled “Millennials: The Me Me Me Generation” which cited research and numerous studies that attempt to explain the behaviors of this unique generation. As Millenials have entered the workforce, they are often regarded as self-centered and lazy, addicted to social media and more concerned with their online presence than their actual physical being.

In the workplace, the Millenial attitude has come at odds with older generation’s work ethics. Retiring baby boomers and Generation X employees approach work differently having had to problem solve, and simply know more about their work. Millenials were the first generation to grow up fully immersed in personal device technology – a problem-solving, question-answering device in their hands at all time. They have been raised to believe they can do anything and be anything when they grow up, yet they don’t seem to comprehend the work, or rather, how to do the work, to accomplish their aspirations.

As the Time article explains: “Millennials got so many participation trophies growing up that a recent study showed that 40% believe they should be promoted every two years, regardless of performance. They are fame-obsessed: three times as many middle school girls want to grow up to be a personal assistant to a famous person as want to be a Senator, according to a 2007 survey; four times as many would pick the assistant job over CEO of a major corporation. They’re so convinced of their own greatness that the National Study of Youth and Religion found the guiding morality of 60% of millennials in any situation is that they’ll just be able to feel what’s right. Their development is stunted: more people ages 18 to 29 live with their parents than with a spouse, according to the 2012 Clark University Poll of Emerging Adults. And they are lazy. In 1992, the nonprofit Families and Work Institute reported that 80% of people under 23 wanted to one day have a job with greater responsibility; 10 years later, only 60% did.”

If you run a tech company, you’ve likely run into some workplace issues associated with Millenials. This may make you a little trigger shy for hiring the next, younger generation, Generation Z. But fear not! Early studies and research suggest Generation Z will actually help your business thrive, and here’s three reasons why:

Generation Z will update your systems.

This generation is known as technology natives – they have grown up with technology in every facet of their lives. They don’t know a world without it, and they understand how to change and adapt with it constantly. They can help your business stay up to date, and updating systems won’t cause employees to melt down because of change. In a multi-generational workplace, Generation Z employees will innately adapt to changing technology platforms, understanding them fundamentally with little training required. Unlike older generations, change is constant for Generation Z, who take multitasking to a new level. A new process, system or piece of equipment is just another component to getting work down, and they’ll tackle the work with interest and efficiency.

Generation Z will growth with your business.

This generation is driven to constantly grow and develop as professionals, and seek the security of good employer. They were kids during the Great Recession and watched their families struggle and need to adapt to a changing economy by developing new trade skills. Generation Z employees seek knowledge, training and are driven to improve as employees. They strive for constant personal growth and professional skills making them in-demand workers.

Job security for Generation Z is very important, and if provided good opportunities for growth within the company, will be loyal to an employer.

As described in the Time article, “The information revolution has further empowered individuals by handing them the technology to compete against huge organizations: hackers vs. corporations, bloggers vs. newspapers, terrorists vs. nation-states, YouTube directors vs. studios, app-makers vs. entire industries. Millennials don’t need us.” Contrastingly, Generation Z employees have seen Millenials be criticized for this narcissistic behavior and are “over it.” They see value in loyalty and are more likely to work together, face to face, to accomplish goals.

Generation Z wants to make your company money.

This generation is highly motivated by money in addition to job security. Again, they saw their parents struggle through the Great Recession, so they know the importance of a good paying job. They will work hard to achieve sales goals. Their ability to understand, and respond to information from multiples sources, coupled with their abilities to multitask make them a great salesforce.

While not all Generation Z employees will display these traits in your workplace, it is a safe assumption to make that this generation, a generation to true technology natives, will revolutionize business in the years to come.

Are you ready to employ Generation Z? If you are ready to have fast-paced, multitasking, technology-savvy employees, make sure you are an employer they want to work for by providing them with opportunities for professional development, a competitive salary and a benefits package that includes an engaging work culture. Similarly to Millenials, Generation Z employees thrive on feedback – another reason why professional development is important to them. A workplace that provides consistent feedback will encourage Generation Z employees to continue working toward your company’s goals. With these fundamental qualities, Generation Z employees will grow with and help support the growth of your company.

Salt Lake Staffing is your partner for finding the best talent to fit your company’s needs. We find the best person for your positions and your workplace culture – paying careful attention to the personality fit of each candidate. We’ll help you hire great talent and work with you to understand how best to integrate new generations into your company’s culture. Let’s work together to move your business’ growth forward.

Dan Evans

Author Dan Evans

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