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Generation Z & The Workplace


Gen Z is born 1998:

Jen Z is raised by tech-savvy Generation X parents and many of her younger Generation Z peers are being raised by the tech-dependent Millennials.There was a relatively large technology gap between Millennials and their Baby Boomer parents, but Generation X has shrunk that gap with their Generation Z kids which has only accelerated the tech adoption of Generation Z.

  • Generation Z Mindset: Generation Z will approach work with a DIY, work hard, and pragmatic mindset.
  • Innovation Influencer: Parents

At age 8, Jen Z is an avid gamer which shapes her approach to collaboration. With 66 percent of Generation Z listing gaming as their main hobby, the International Olympic Committee is considering adding pro-gaming as an official sport .

  • Generation Z Mindset: Generation Z gravitates towards gamified processes or procedures and are native to global communication and collaboration across virtual platforms.
  • Innovation Influencer: Xbox

At age 9, Jen Z is given her first cell phone for the primary purpose of safety and logistics. However, she is soon exposed to the new smartphone that mom and dad own. Today, the average age for a child getting their first smartphone is 10.3 years-old. Smartphones mobilized Generation Z to text, socialize, and game on the go.

Also at this time, YouTube is growing in popularity and thanks to the easy to use Flip Video camera, Jen Z is empowered to create and share videos. Three-quarters of Generation Z watch YouTube at least weekly. YouTube becomes a go-to resource for entertainment, information, and how-tos.

  • Generation Z Mindset: Generation Z is a video and mobile-centric generation where their mobile devices serve as the remote control of their lives.
  • Innovation Influencer: Smartphone and YouTube

2008: Jen Z extends her digital communication.

At age 10, Jen Z doesn’t meet the age requirements of Facebook but that doesn’t stop her from lying about her age in order to create an account and begin communicating with friends. While Millennials helped push social media into the mainstream, Generation Z can’t remember a world where social media didn’t exist. Today, 39 percent of kids get a social media account at 11.4 years-old.

Millennials were digital pioneers, but Generation Z is the true digital natives. They have not had to adapt to technology because the only world they know is a hyper-connected one where 2 out of 7 people on the planet use Facebook.

  • Generation Z Mindset: Generation Z is quick to adopt new communication channels and prefers real-time, transparent, and collaborative digital communications.
  • Innovation Influencer: Facebook

2009: Jen Z benefits from content curation.

At age 11, Jen Z enters middle school with a smart device and the world’s information curated into blank search boxes. Jen Z and her peers have become adept researchers and very resourceful due to their early Internet access. In fact, 43% of Generation Z teens prefer a digital approach to learning and find it easiest to learn from the Internet.

Generation Z treats the Internet as their external brain and therefore approach problems in a whole new way, unlike any generation before them. They do not consider parents or teachers as the authority but rather the Internet as the authority.

  • Generation Z Mindset: Generation Z wants teachers and managers to not be the sole source of their learning but rather supplement their learning — coaching them through their questions, mistakes, and successes.
  • Innovation Influencer: Search Engines

2010: Jen Z lives an interconnected life.

At age 12, Jen Z, on a daily basis, utilizes 4-5 screens (mobile, TV, laptop, tablet, or game device). She begins collaborating with peers online inside the classroom (and via Google Docs by 2012), continuing the work on the way home via a smartphone or tablet (Apple releases the first iPad this year), and then finishes her homework on a laptop at home. Generation Z is executing work in unprecedented ways.

Jen Z is becoming increasingly aware of all of the interconnected and “smart” devices (wearables, smart toys, drones, etc.) that impact her life. It’s forecasted that 8.4 billion connected things will be in use worldwide in 2017, up 31 percent from 2016, and will reach 20.4 billion by 2020. Eventually, Generation Z will live in a world with 1 trillion interconnected devices that will forever re-shape how they live, work, and play.

  • Generation Z Mindset: Generation Z has developed a much higher instinctual relationship with technology and the increasingly interconnected world shifts their expectations for how work can and should be executed.
  • Innovation Influencer: iPad and Internet of Things

2012: Jen Z seeks deeper social connections.

At age 14, Jen Z is on Twitter and a power user of the 2010-released social media platform, Instagram. Instagram becomes an immediate hit among Generation Z. Instagram shifts Generation Z’s communication preferences towards images, short videos, and a mobile-first approach.

Jen Z is also growing weary of the superficiality she sees throughout social media. By 2014, 25% of Generation Z had quit their parents’ and older siblings’ social network. To fill the growing desire for a truer to life network, the anonymous social network, Whisper, launches and quickly nets millions of users. Jen Z also prefers Snapchat (launched in 2011) which offers a more real and honest connection for users.

  • Generation Z Mindset: Generation Z prioritizes honest, transparent, and authentic messaging from friends, leaders, employers, and brands.
  • Innovation Influencer: Instagram and Snapchat

2013: Jen Z establishes a digital brand.

At age 15, Jen Z discovers the social network and blogging platform, Tumblr, which provides her a global platform to share her ideas, passions, and opinions. Due to the rise in popularity of blogging/vlogging and Apple’s App Store (launched in 2008), Jen Z is becoming savvy at building her own digital assets (blog, website, apps, etc.)

Generation Z are creators, contributors, and collaborators. Technology has empowered them to have a voice, to streamline and systemize, and to simplify complex problems because after all, “There’s an app for that.”

  • Generation Z Mindset: Generation Z expects to co-create with brands, contribute on teams, and collaborate with managers; and they expect innovation from their employers, leaders, and brands.
  • Innovation Influencer: Tumblr and Apple’s App Store

2015: Jen Z launches her career early.

At age 17, Jen Z enters the workplace via an internship while a senior in high school. Sixty percent of companies agree that students will need to begin to focus on their careers in high school in order to compete for internships and jobs in the future. No wonder LinkedIn recently decided to lower their minimum age required to create an account to 13.

Jen Z is eager to launch her full-time career but, much like Millennials, expects a short tenure. Eighty-three percent of today’s students believe that 3 years or less is the appropriate amount of time to spend at their first job. Generation Z will use Glassdoor.comto make sure the job and employer are the appropriate fit.

  • Generation Z Mindset: Generation Z are self-starters, self-learners, and self-motivators seeking swift impact at work.
  • Innovation Influencer: LinkedIn and Glassdoor

2016: Jen Z explores entrepreneurship.

At age 18, Jen Z realizes how easy it can be to become an entrepreneur and turn an idea into reality by creating an account on Kickstarter, the global crowdfunding platform. The popularity of the show Shark Tank and the seemingly overnight success stories of Mark Zuckerberg and Evan Spiegel bring entrepreneurship front and center for Generation Z.

Sixty-one percent of high school students and forty-three percent of college students sad they would rather be an entrepreneur than an employee when they graduate.

  • Generation Z Mindset: Generation Z place a premium on entrepreneurship, innovation, and “side hustles.”
  • Innovation Influencer: Kickstarter

2017: Jen Z re-wires work.

At age 19, technology continues to impact Jen Z’s life and begins to shape her expectations of work.

  • Pokemon Go: Generation Z showed through the record-breaking success of Pokemon Go that they are ready for augmented reality (and soon virtual reality) experiences at work.
  • Snapchat, Instagram,, and GroupMe: Generation Z’s expectation of the frequency, medium, and delivery of communications at work has changed.
  • WeWork: Generation Z has widespread availability to workspace and entrepreneurial communities as WeWork expands in seven short years to 218 locations in 53 cities around the world reshaping where and when work gets done.
  • App Store: Generation Z experienced a shift from BYOD (bring your own device) to work to BYOA (bring your own application) as application creation becomes accessible and challenges how work is structured and executed.
  • YouTube: Generation Z grew up on a steady diet of YouTube tutorial videos and will expect innovative workplace learning and development via video.
  • Alexa, Google Home, and Siri: Generation Z is open to integrating more artificial intelligence into their work lives as more and more AI-enabled devices enter their homes and pockets.
  • Houseparty and Activision Blizzard (Call of Duty, Destiny, or World of Warcraft):Generation Z seeks innovative tools and games to connect with peers and colleagues.
  • GoPro: Generation Z is inspired to seek experiences and new adventures (inside and outside of work) since they can capture it all on HD video.

2020: JEN Z enters the WORKforce.

Generation Z will work, sell, B2B buy, communicate, and ultimately lead differently than previous generations. The leaders who understand the values, expectations and behaviors of Generation Z will be better positioned for next generation success.

  • Generation Z Mindset: Generation Z will leverage the diversity of thought and experience of their generation to create innovative solutions for tomorrow’s complex problems.
  • Innovation Influencer: TBD

Companies are likely to welcome Gen Z into their workplaces a lot sooner than expected. Gen Z is seriously considering forgoing a traditional college education to go work for a company that provides college-like training. In fact, 75% of Gen Z say there are other ways of getting a good education than going to college.

Education alternatives (such as MissionU and UnCollege) and avoiding student debt are just a few reasons Gen Z is likely to skip college and go straight to work.

With the looming flood of young talent into the workplace, companies must be ready to recruit and retain this next generation.

As many young adults strongly consider bypassing college to move straight into the workplace, companies are challenged with positioning themselves to acquire the next generation of top talent a lot sooner than expected

Companies must deliver an exceptional candidate experience. Gen Z is much less likely to do business with a company where they have had a poor experience as a job applicant than previous generations. Companies must identify any friction points (non-mobile friendly career pages, slow communications, etc.) that exist throughout the entire candidate experience and work toward creating an effortless, timely, and relevant candidate experience.

Companies should also utilize innovative technology. A new generation requires new recruiting tactics. AI, machine learning, and analytics have changed the recruiting landscape.

Pymetrics uses neuroscience games and bias-free artificial intelligence (AI) to predictively match people with jobs where they’ll perform at the highest levels. Google Hire is a recruiting app that helps distribute jobs, identify and attract candidates, build relationships, and manage the interview process. Mya and Wade & Wendy offer chatbots that automate the process from resume to interview. Innovative recruiting tools such as these will give companies a competitive advantage when recruiting Gen Z.

Lastly, companies should be actively managing their employer brand on Seventy percent of candidates look to [company] reviews before they make career decisions and 69% are likely to apply to a job if the employer actively manages its employer brand (e.g., responds to reviews, updates their profile, shares updates on the cutler and work environment). With over 10 million of the 32 million unique monthly users on Glassdoor being Millennials and Gen Z, it’s a must that companies leverage Glassdoor. SAP for example, has an employee whose full-time job is to monitor Glassdoor, where they look at reviews, respond to reviews, and act on the trends and/or feedback.

Fromm: How can companies retain Gen Z?

Jenkins: Promote diversity and inclusion. Seventy-seven percent of Gen Z say that a company’s level of diversity affects their decision to work there. Not only will an inclusive organizational culture attract Gen Z– the most diverse workforce to date–but organizations with inclusive cultures are two times as likely to meet or exceed financial targets, three times as likely to be high-performing, six times more likely to be innovative and agile, and eight times more likely to achieve better business outcomes.

Also to retain Gen Z, create a more fluid organization. Seventy-five percent of Gen Z would be interested in a situation in which they could have multiple roles within one place of employment. Growing up with ubiquitous connectivity, evolving mobile technology, and in a growing gig economy has altered how Gen Z views employment. Gen Z will question what it is to be an employee. To be positioned as an ideal employer in the eyes of Gen Z, companies should consider becoming more fluid by using rotational programs, shadowing, and offering more learning and development opportunities.

Fromm: How can companies use learning and development to engage Gen Z employees?

Jenkins: Offering robust professional development opportunities is critical. Gen Z grew up with YouTube, the world’s largest on-demand how-to video library, at their fingertips, which means organizations must offer innovative solutions to appease their appetite for on-demand learning.

Such microlearning opportunities can satisfy Gen Z expectations and preferences, in that it provides training in small learning units and short-term learning activities delivered in a convenient and accessible manner. Content is distributed (ideally on-demand and mobile-first) in mini-bursts, typically 2-15 minutes in length.





Companies Like Mercedes Benz Are Investing More Systematically In People Over 50


Mercedes-Benz is trying to dispel attitudes about older people as Germany grapples with the challenges of an aging society.

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People visit an exhibition about demografic change called ‘Ey Alter’ by carmaker Mercedes Benz in Berlin, Germany June 5, 2018. REUTERS/Axel Schmidt

The luxury brand owned by Germany’s Daimler AG (DAIGn.DE) is waging a company-wide campaign to combat those mistaken impression about aging. Daimler has developed is an exhibition challenging stereotypes about aging. It has already been visited by 80,000 people, including 2,500 of its factory managers and has now been brought to Berlin and opened to the public.

Visitors are asked to choose between the “young” or “old” door to enter the exhibition. Many retired visitors, who obviously feel young at heart, come in through the “young” door.

Rival carmaker BMW (BMWG.DE) expects workers aged over 50 to make up more than 35 percent of its workforce by 2020, from 25 percent in 2014.

Germany faces a serious skills shortage as the post-war “baby boomer” generation retires. The working-age population is expected to shrink by some 2 million by 2030.

The shortage of workers is costing the economy up to 0.9 percentage points of output a year, the IW German Economic Institute said recently.

The German government has moved to discourage people from retiring early and the pension age is scheduled to rise gradually from 65 to 67 by 2030.

“Companies know it is not so easy attract young workers. They are realizing they can’t do without some of the baby boomers and will try and hang onto them,” said Andre Schleiter, a demographics expert at the Bertelsmann Foundation think tank.

Mercedes Benz has also launched formal joint tool making training for teenage apprentices and employees aged over 50 and is testing ergonomic tools, such as an exoskeleton which reduces muscle strain for workers installing parts overhead.

Other ideas include a system to help workers swap shifts more easily; allowing older staff to work part-time as they approach retirement and hiring retirees for short-term projects.



Image result for difference between gen z and millennials

Baby Boomers: born between 1946 and 1964
Generation X: mid 1960s to early 1980s
Generation Y (Millennials): early 1980s to 2000s
Generation Z (Homelanders): late 1990s to current

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Gen Z & Millennials

Kentucky’s Workforce Took A Deep Dive Due To The Opioid Crisis


As businesses struggle to find and retain workers, the opioid crisis is making their challenges even greater.

The Kentucky Chamber, in a 2017 report, took a deep dive into Kentucky’s low workforce participation rate and found that the opioid epidemic, and incarceration due to drug charges, are leading factors in Kentucky’s lack of workers.

Five state chamber presidents sent a letter to Senate Majority Leader Mitch McConnell and other members of Congress, encouraging them to find a policy solution that focuses on treatment with a specific goal: getting people on the path to recovery and back into the workforce.

Following the business community’s recommendation, Sen. McConnell introduced the CAREER Act, which will ensure patients in recovery have the resources they need to return to healthy, productive lives and reenter the workforce.

The CAREER Act proposes a five-year pilot program in five states that have been hit hardest by the opioid epidemic to offer wrap-around support services for individuals transitioning out of treatment programs and back into the workforce. These services will include workforce training and transitional housing.

U.S. Rep. Brett Guthrie, R-Ky., is also championing a critical piece of legislation, the Comprehensive Opioid Recovery Centers Act, to make sure people have access to all the available treatments they need to beat opioid addiction. Together, these forward-thinking policies will help address the opioid epidemic from treatment through recovery and reintroduction into the workforce.

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States With Highest Drug/Medication UseStates With Lowest Drug/Medication Use


Blacks Not Being Considered for Tech Jobs


Report from National Urban League reveals African-Americans are among the top owners of mobile devices, but aren’t being considered when it’s time for social media and technology companies to hire. The latest Equal Employment Opportunity reports filed by Google, Facebook and Twitter showed that only 758, or 1.8 percent, of their combined workforce of 41,000 employees, were black. And their own research showed that in the majority of tech companies, fewer than 5 percent of the workforce is black, while at least half of the workforce is white. Full equality with whites in economics, health, education, social justice and civic engagement set at 100 percent, the National Urban League said this year’s equality index for blacks stands unchanged at 72.5 percent. Things improved for Hispanics, with the index reaching 79.3 percent from last year’s 78.5 percent.


U.S. Workforce Older Now & They’re Not Going Leaving Anytime Soon

Workplace diversity certainly applies to race, gender and ethnicity, and also age. That’s important because the 50-and-older segment of the labor force is getting bigger.

The law protecting older workers is clear and has been for a long time. The Age Discrimination in Employment Act of 1967 — the ADEA — protects applicants and employees who are 40 years old and up. The law states it’s illegal:

In 1993, older workers made up about 11.6 percent of the workforce. That’s going to hit 24.8 percent by 2024. By that time, the government says the workforce will be 164 million people strong. That includes about 41 million people 55 and older; 13 million of them are going to be 65 and older.

This is happening because many baby boomers, Americans born between 1946 and 1964, are healthier. They’re living longer. They are better educated, which increases their likelihood of staying in the labor force.

Official data show that workers 55 and older make up at least a third of these occupations:

— Archivists and museum curators

— Bus drivers

— Clergy

— Jewelers and metal workers

— Lawmakers

— Medical transcriptionists

— Proofreaders

— Property managers

— Real estate brokers

— Tax preparers

— Travel agents

Older workers have a higher rate of self-employment than younger groups, allowing more flexibility.

The golden years are increasingly the “go-to-work years” for millions of older Americans.  — Sometimes by choice, sometimes out of necessity.

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