For the past decade or so, baby boomers, Gen Xers, and just about anyone writing about business or social trends has enjoyed getting to capitalize on the impending arrival of the millennial generation.
Depending on who you ask, millennials are born somewhere between the 1980s and the early 2000s, they grew up with technological access, and have both annoying and amazing qualities like a sense of entitlement, familiarity with technology, limited coping skills, and a desire to do social good.
But now that we’re nearing the end of 2017, the next demographic cohort—generation Z—is starting to enter adulthood. The generation is still a tenuous one, but it’s distinct from the millennial generation, and demographers estimate its beginning sometime between the mid-1990s and mid-2000s. By that definition, the earliest members of generation Z are already graduating from college and entering the workforce.
So should millennials, who currently dominate the workforce, start preparing for the new generation?
First, it’s important to know how generation Z is similar to—but distinct from millennials. Generation Z bears many similarities to the millennial generation:
How Generation Z Differs
However, generation Z has some very distinct philosophies, needs, and approaches:
Should Millennials Prepare?
So do millennials need to prepare for the onset of generation Z? As always, there are massive gray areas:
Generation Z will be an interesting one to see develop, but we’re too early in the game to make any definitive statements about these workers as they enter the workforce. Still, it pays to observe these generational traits as they continue to emerge, and adjust your approach in business to accommodate the most diverse range of employees, partners, and clients.
By Larry Alton
Consumer-goods companies are setting ambitious sustainability targets for themselves. To reach those targets, however, changes are required along the entire value chain—with a concrete road map.
The level of volatility will not slow down in 2022. New Covid variants will continue to emerge and may cause workplaces to temporarily go remote again. Hybrid work will create more unevenness around how much different employees are working. Many will have real wage cuts as annual compensation increases fall behind inflation. All these will be layered on top of technological transformation, DE&I journeys, and ongoing political disruption and uncertainty.
1 January may seem like an arbitrary date to start self-improvement, but there are good psychological reasons for doing so. For those who don’t follow this tradition, the very act of creating a New Year’s resolution can seem illogical. Recent psychological research, however, suggests that there are many good reasons to begin a new regime on the first day of a new year. And by understanding and capitalising on those mechanisms, we can all increase our chances of sticking to our new goals for 2022.