Generation Z – the generation raised in a time where social media has dominated attention spans, tech and AI have been introduced into the workplace, and a pandemic has forced many to work remotely.

Pair that with nearly one million redundancies in the UK during COVID-19, it’s no wonder this generation is demanding better from employers.

It’s reported that nearly three-quarters (74%) of managers and business leaders find Gen Z more difficult to work with than other generations. From a lack of effort and motivation to feeling entitled, Boomers are not impressed with the generation’s approach to work. Whoopi Goldberg even claimed Gen Z can’t afford a house because they only want to work four hours a day.

But what we’re forgetting is that this generation will soon be the core demographic within the workforce and therefore driving our economy. By 2025, nearly a third (27%) of our workplace employees would’ve been born between the years of 1997 and 2012 – otherwise known as Gen Z, and sometimes referred to as post-millennials.

Adam Bennett, head of marketing at Digital ID has shared the group’s top  predictions of what Gen Z will need from employers in 2024: 

Having a mentor rather than a manager
“A whopping four in five (82%) managers in the UK are deemed ‘accidental managers’ having no formal training and just falling into the role. So much so it’s prompted one in five employees to quit. That’s why having a mentor is so much more than just having a manager.

“Many managers just do the bare minimum – micro-managing, approving holiday requests, checking targets are being met, just to name a few tactics. But, unsurprisingly, Gen Z wants more than that.

“The definition of a mentor is to provide guidance, advice, feedback and support to the mentee. As well as serving as their role model, teacher, counsellor, advocate and ally. This is the sort of manager Gen Z will require to apply and accept roles in 2024.”  

Support paying off student loans
“The average student loan debt in the UK is a staggering £45,150. And with the typical annual income of just under £35,000, that would take a long time to pay off.

“That’s why Gen Z wanting support paying off their student loan from their employers comes as no surprise. Having a financial support network to pay the debt off can be the difference between a candidate accepting a role and not.”  

Less stigma around job hopping
“Job hopping is becoming more and more common. As many as two in five (41%) of people who started a job as recently as 2022 are already actively seeking their next role. But, the question is, does it really affect your career path and credibility like some interviewers and HR professionals think it does?

“Some professionals believe that job hopping shows potential employees get bored easily and don’t see things through. Therefore, this stigma needs to end across multiple industries for Gen Z to even think about staying at a company.

“There are more positive and progressive ways to think about job hopping, such as:

• Experiencing things faster – working with new teams and clients can fastback experience and knowledge 

• Understanding different processes – different companies use different systems, apps and products, and working in multiple companies allows you to learn them quicker 

• To be put in more testing situations – being put in difficult situations can enable employees to grow. Learning from failures is a fast way to progress, and exposure to more situations can promote this.”      

Reverse mentorship – learning from your juniors
“Many organisations typically have older employees that mentor Gen Zers. Come 2024, the next generation of the workforce will want their future employers to build a culture that creates honesty and promotes sharing feedback. 

“Monthly brainstorming sessions where Gen Zers share stories and knowledge with their senior management team will promote a reverse mentorship mentality where beliefs and horizons can be broadened.” 

Working remotely or remotely working?
“In 2022 up to 40% of the UK workforce worked from home. But now the pandemic is over, British employers’ big push to get employees back to the office has paid off, with more workers coming to offices all days of the week than staying home.

“This may not come as a surprise – as many people want a better work-life balance and working from home reduces commuting times – but our predictions show remote working will become more important than ever in 2024. A simple work perk of offering remote working, or flexibility surrounding it could be the difference between hiring good and hiring great employees.” 

Working smarter not harder – using AI at work
“Over a third (37%) of people in the UK have used AI at work. With platforms such as ChatGPT so readily available, and providing simple answers to complex questions, this comes as no shock. But what Gen Zers will want is for employers to be open to the use of AI and promote working smarter, not harder. 

“Employers should look at the use of AI at work in a positive way – it frees up time for their employees to work on things that may otherwise take a back seat, such as research and development.

“With the amount of time AI saves, perhaps employers could even suggest moving to a four-day workweek. If the same amount of work (if not more) can be completed in a shorter period, then promoting a healthier work-life balance of a four-day week could be a great way to get Gen Z on side. So far, 56 companies within the UK have moved to this reduced working model, with the strategy proven to boost mental health and protect productivity.”

So, with these 2024 predictions, how will you alter your business to help cater to Gen Zers in the workforce?