Gen Z is characterized by their openness to change and a daring spirit. Their early exposure to technology has endowed them with exceptional adaptability, especially in the fields of media and information technology. They are also highly creative, often coming up with unique and effective content ideas.
By 2025, Gen Z is expected to comprise 25% of the total workforce in Vietnam. While they possess a strong desire to assert themselves and hold multifaceted perspectives, they can be challenging to understand and connect with. Recent attention-grabbing phrases such as “quitting and deleting data” and “Gen Z coming early and leaving late” highlight some of the perceptions surrounding this generation.
Not only in recruitment but also in accepting and understanding their differences, it is no easy task for parents and employers alike. To truly comprehend and unlock the full potential of Gen Z individuals, it is essential to take note of their distinctive characteristics.
Gen Z individuals prefer to follow their passions and often find it challenging to conform to the rules and regulations set by organizations and businesses. Managers may struggle to enforce rigid work standards upon them. Additionally, during the recruitment process, employers might find it difficult to impose requirements that would enable control over Gen Z employees.
Instead of attempting to control them, provide Gen Z with opportunities to engage in transparent communication and interact with them on a personal level. According to a study, 70% of Gen Z individuals prefer working with more experienced and mature colleagues and managers from the Millennial generation (Gen Y) rather than Gen X.
Unlike previous generations, who sought stable and traditional 9-to-5 jobs, Gen Z finds the prospect of being confined to an office for eight hours a day stifling. They thrive in roles that involve brainstorming, planning, and participating in projects and events that require mobility.
Gen Z employees tend to develop an interest in allowances and bonus schemes, even when such benefits are not explicitly offered by the company. In some cases, they may even demand certain benefits before starting a job. While there is nothing wrong with wanting fair compensation for one’s efforts, Gen Z employees can also be motivated by recognition and appropriate rewards beyond monetary incentives.
Instead of solely focusing on allowances, consider offering Gen Z employees the flexibility to work remotely, combining office work with remote work (“hybris working”).
According to LinkedIn (2/2022), 80% of Gen Z job seekers consider respect for their needs as the top priority when looking for employment, while salary ranks third.
Gen Z employees work multidimensionally and possess a strong sense of self-confidence. They are vocal about expressing their personal opinions and views, sometimes to an excessive degree. They do not hesitate to voice their thoughts on a discussed topic or to offer advice, even when not specifically asked for their input.
Gen Z tends to be confident in their abilities and believes that they can excel at any given task. Therefore, it is crucial to create opportunities that make them feel like valuable contributors to the company’s future, rather than dismissing their ideas.
Gen Z employees have a reputation for job-hopping, with a tendency to change jobs within a short period. Driven by high ambitions and a strong desire to prove themselves, they often seek new challenges by switching jobs every six months to a year.
To retain Gen Z talent, focus on offering genuine value (beyond just profits) that your company can provide, such as:
– Clear and achievable career progression paths
– High-quality training programs
– Attractive and engaging challenges
Having grown up in the digital age, Gen Z sometimes struggles with finding direction in life. They approach work from multiple perspectives and are keen to explore all aspects of an issue, leveraging the vast information available on the Internet. However, evaluating and filtering this information can be challenging, leading to difficulties in selecting the right perspective for their work and meeting their superiors’ expectations.
To address this, encourage healthy competition among Gen Z employees to help them unleash their full potential. Additionally, embracing diversity in the workplace can make it easier for Gen Z to share their perspectives.
Gen Z has come of age in the era of the Fourth Industrial Revolution, and their use of social media is an inevitable part of their global integration. However, many young people do not know how to use these platforms appropriately, which can lead to unforeseen consequences.
Gen Z tends to overuse social media, often spending excessive time on platforms like TikTok and Facebook. Many parents express discomfort when they see their children’s rebellious videos on social media, and they wish their children would spend more time with the family or engage in offline activities.
According to the “Gen Z Vietnam Study” (Institute for Life and Human Research in Southeast Asia), four common complaints about Gen Z employees from various companies include a lack of responsibility in the workplace, a carefree and relaxed attitude, unwillingness to listen to guidance or opinions from other generations, and an addiction to smartphones.
A significant portion of Gen Z does not fully grasp the importance of information security and is willing to share sensitive or subjective criticisms of enterprises/individuals across social media platforms, risking potential consequences.
Gen Z is a generation of diverse talents and undeniable strengths. While they benefit from early exposure to technology, they also possess outstanding skills and areas where support is needed for their holistic development. It is crucial to approach Gen Z with an open mind and refrain from preconceived notions. Listening, offering positive feedback, and providing reasonable advice and encouragement are essential steps for both parents and businesses to connect with this new generation.
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