One of the main challenges is how can an organisation ensure there is constant communication and collaboration amongst these five generations.

“People call Gen Z lazy. They seem to be expecting different things. They seem to be individuals who, you know, will pull a tantrum at work, and it’s not uncommon to see them quitting,” said Milimo Banji, founder of Tapin, a company that is working on finding 100 million jobs for Gen Z globally by leveraging social media to support them.

The term quiet quitting has become popular between this generation, it’s where they go to work but they do less and less until they suddenly just quit one day.

Companies begin to prepare for a workplace where they have young employees who care about hybrid work, technology in the workplace, and topics such as sustainability and sustainable work practices.

“We spend all of our time on social media and some of the qualities that really define us is how we look at the future of work. You know what we value when it comes to work. Things like, you know, hybrid work is really important for us, a blend of that in office and remote working to cater to our desires for flexibility and autonomy at work,” Banji explains.

Using technology to bridge different generations together

Banji explains that some job seekers will apply to jobs using Artificial Intelligence. They will write their CVs using AI. Some would also go into interviews and have an AI assisted next to them, just to aid them to answer the questions.

There are opportunities. But there are also kinds of risks to using technology such as AI to help job seekers become appealing to the market.

“ We know that 86% of Gen. Z, really cares about things like training and development,” explains Banji.

Therefore, he calls on organizations to utilise AI to train and develop young employees when they come into the workplace.

“One of the biggest reasons that Gen. Z leave the workplace is because their managers never have time to train and develop them,” he explains.

“They’ll leave because their managers will cite themselves as being too busy,” he added. That stunts the employees’ development causing them to lose interest in their jobs and eventually find a new employer.

“That is where technology and things like artificial intelligence can really come into play, to offer GenZ a structured system where they can, you know, grow and develop,” Banji added.

AI; however does not make up for lack in mentorship, which is another important factor in the journey of Gen Z employees.

Accordingly, mentorship is an area that can help Gen Z grow and develop yet that is not a matter that AI can help. Part of mentorship is to learn from other employees who have done mistakes and can pass the learning lessons to Gen Z.

Gen Z Consultant

A Gen Z consultant their role is to ensure that employees who are defined as Gen Z are looked after in the workplace.

These consultants ensure that the employees are engaged really well and are given adequate training which helps them build the community and also learn and teach what they’re learning to other generations in the workplace.

“We have seen this done by a global agency and Gen Z retention has gone up by 9%,” Banji added.