With Gen Z poised to account for a third of the American workforce this year, and surpass the number of Baby Boomers in the workforce, employers are closely watching this newest generation’s needs and interests.
Understanding Gen Z as part of a multigenerational workforce can help HR leaders attract and retain these workers, experts say, especially important with a tight labor market where 8 million jobs remain unfilled nationwide. Yet, effectively managing a multigenerational workforce has never been as challenging, with employers facing the most age-diverse workforce in history, with each age group bringing different skills and expectations.
Gen Z employees are often different from other generations on several fronts: from higher rates of burnout to the importance they place on strong connections with co-workers, according to The Hartford’s recently released 2024 Future of Benefits Report.
Jonathan Bennett, head of group benefits at The Hartford, recently sat down with Human Resource Executive to discuss how Gen Z compares with other generations of workers, from millennials to Baby Boomers. Employers need to pay special attention, he says, to the attitudes Gen Z has toward work, including its impact on their mental health, the conflict they feel regarding time spent at work versus with family, and how poor mental, physical and financial health can affect their productivity.
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