Gen Z and Millennials are changing the technical workforce

Gen Z and millennials will account for more than half of the technical workforce by 2025, according to the World Economic Forum.

Over the past year, mass layoffs from large numbers of workers have taught many companies and leaders the importance of caring for their employees and how to retain and attract them.

According to a recent PwC study, IT workers under the age of 30 are 2.5 times less likely to stay 2.5 times longer than workers over the age of 50. Also, IT workers are more likely to resign than workers in other regions, and there are IT workers. It shows that they are 10.2% less motivated to stay than non-IT employees.

“For example, a company is crazy about the customer journey, but from the first contact, it takes a lot of dedicated time and resources to see what the employee journey looks like to understand what the company is. Don’t spend it. Andrea Bartlett, People Operations Director at Humi, a human resources, payroll, insurance and welfare solutions company for midsize businesses across Canada, said:

Bartlett advocates workplace transformation and appeals to Gen Z and Millennial workforce by changing HR policies, salaries and benefits.

From a technology perspective, Bartlett said leveraging Humi’s tools is important to helping companies transform their employees.

With the help of technology and a dedicated workforce, Humi was able to redesign many enterprise-level policies for its customers. For example, it helps implement policies for customers surrounding enhanced leave types such as parental leave, survivor leave, miscarriage leave, training and development, and professional development.

“So we are very progressive in some of these workplace interests, and in fact, a role that helps guide many companies that are trying to make a difference, even on a small scale. I’ve done it, “she said.

New changes in employee benefits have also been added within the company. Last year, Humi tested summer hours to see the impact of reducing weekly working hours on the business.

“In fact, it led to the implementation of Humi’s permanent long weekend, which closes at 1:00 pm on Friday. This allows people to disconnect within a week and focus on what they need. You can actually start that time on Friday. We’ll move on to the weekend, “Bartlet said.

A Gartner study also found that employees want workplace flexibility and emphasize a human-centric work policy. Gartner found that 65% of IT employees say that flexibility in their work influences their decision to continue working at the company. 63% of workers prefer and expect hybrid work options, while about 20% expect fully remote work as an option.

Rob Khazzam, CEO and co-founder of Float, Canada’s corporate spending management platform, launched in 2019, enables employees to work wherever they want.

“The majority of our employees are remote and our work culture is remote. That is, all meetings and all planning processes are done remotely, even if you come to the office. , It just means that you have some space to work. All meetings and all planning processes are also online. That’s what we’re used to from the beginning and planning around. ” Said Kazam.

The young workforce can also bring a whole new skill set to the workplace.

A study by Deloitte and the Executive Woman Network (NEW) called “Welcome to Generation Z” reveals that the future of work requires the resurrection of the Renaissance, a person with many talents, interests and knowledge. I did. It requires a fusion of four key work skills: digital tools and technology skills, analytics and data comfort, business management skills, and design and creative skills.

According to Khazzam, having a young employee like Float means that the employee is much more accustomed to technology.

“Having young employees means that people are very tech-savvy, and I think they have much higher standards and expectations about what the user experience will look like … Hyundai. Employees and younger generations want to use great tools … Therefore, they often take them to the company and they know there is a better way to use these tools. So you can be dissatisfied with working in a business that doesn’t use them, “he said.

He added that Float prioritizes transparency and a very open and communicative culture.

“It’s a company that really celebrates the idea of ​​pay for performance.”

Bartlett repeated similar feelings, pointing out the importance of a transparent workplace culture, especially when it comes to policy.

“There are many organizations that often rely on minimum employment standards for many policies … To make the workplace more employee-centric, I always started by talking directly to employees, HR teams, founders, Or guessing that a member of management thinks they know what their team wants is a lot of risk, “she said.

Talking to employees and staying transparent can be a way to keep young workers. As PwC’s research shows, young IT workers are less likely to stay in a completely unsatisfied job.

Article New York Times Since 2020, many leaders in the technology sector have explained that it has been difficult to attract Gen Z talent in the recruitment process. In this article, I explained that the number of Gen Z members seems to be postponed due to negative perceptions of the tech industry and growing concerns about the ethics of certain practices in the world of the tech sector.

This article reinforces the ideas for transparency, communication and collaboration, and how important these qualities are to young workers entering the technology industry.

“Change begins with building a culture of transparency, which is even more important, especially given the expectations of how we will work beyond the pandemic,” Bartlett said. increase.