Take note HR, Generation Z is a valuable post-pandemic workplace asset

Gen Z’s decisiveness, drive and energy will be useful in leading change in the workplace.

By U2B Staff 

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A whitepaper published by global staffing agency Adecco Group Foundation shows that individuals from Generation Z demonstrate decisive, high-quality thinking, a default to action, and stronger leadership traits than many of today’s corporate leaders.

This study that assessed 2,600 Gen Z individuals through an array of psychometric tests found that some members of this generation already demonstrate many of the attributes required to succeed in senior leadership positions.

The whitepaper also stated that some individuals from Gen Z achieved higher scores than current business bosses in the leadership assessment.


This interesting discovery shows that Gen Z is a crucial element of the modern workplace and have various skills and talents that contribute to organisational development.

The study outlined five top skills where this generation has been seen to display the greatest strength. These skills include; deciding and initiating action, formulating strategies and concepts, planning and organising, achieving personal work goals and objectives, and building relationships and influencing others.

As organisations recover from the pandemic, Gen Z can offer their skills to support these efforts.

This can be accomplished if organisations leverage their ability to solve problems, propose new ideas that are of high quality quickly, and thought through in a strategic manner.

Their decisiveness, drive, and energy this group brings to the workplace will be useful in leading change in the workplace.

Leaders and human resources professionals who are charged with integrating Gen Z colleagues into the workplace will also benefit from placing them in teams where they can lead others through understanding, inspiration, and clear management of outcomes.

Business leaders will also benefit from understanding the areas where this group requires the most support.


Occupational Psychologist and SHL Managing Consultant, Nairita Paul said, “There is a significant opportunity for companies to build great multi-generational teams that benefit from the cognitive diversity between senior leadership and the younger generation.”

One of the areas that should be addressed when managing this group is supporting them when they face facing setbacks and criticism.

A slight gap in resilience among this cohort will most likely make it harder for them to start again when things go wrong.

Additionally, the survey found that this group may be prone to losing their drive and confidence to make decisions, and therefore will require additional support from their leaders.

Leaders should also change the way they manage their members who are from this cohort as they are more likely to question rules that they do not understand, or feel are irrelevant.

Business leaders should also pay attention to the willingness of Gen Z employees to adhere to corporate values and principles.

It will be beneficial for human resources professionals to understand that these individuals are more likely to focus on personal needs and goals above those of their function or organisation to provide adequate support.

Gen Z individuals also require additional support in dealing with customer needs to deliver a good customer experience.