What You Need to Know About the Class of 2024
Graduation season is upon us, and I love seeing pictures of friends’ and family’s 2024 college grads. Yes, the class of 2024 is about to enter the workforce, and their expectations may surprise you. Despite being labeled lazy and disinterested in work—as all previous generations have been similarly described—Gen Z is thoughtful, curious, convicted, and focused on making lasting changes to this world.
The class of 2024 did not get a high school graduation ceremony and then went on to start their college journey amid lockdowns and at the height of COVID-19. They navigated the transition through remote classes and sought out friendships through screens. They are ending their college journey like how they started—facing much uncertainty but also uniquely equipped to adapt and persevere.
This year’s class faces a tougher job market than last year’s grads, with only a small percentage graduating with employment already lined up. Nonetheless, they’re inevitably going to be your colleagues, peers, and direct reports. Here is what they want from their employers:
Balance: Compensation and PTO plans that allow them to devote their time to leisure activities.
Clear communication and expedience. They are accustomed to getting quick answers to anything with the swipe or tap of a finger; they don’t like to wait. So, managers must communicate clearly and succinctly and leave no ambiguity around expectations.
FaceTime rather than face-to-face. They understand that many white-collar jobs can be performed from virtually anywhere in the world. All they need is a laptop and a Wi-Fi connection. They are not interested in office culture. They want work to fit their lives, not the other way around.
Diversity and inclusion. They value a sense of belonging and want to work with people from different backgrounds, ages, cultures, and skill levels. They want to see fair and inclusive practices and for all communities within the organization to have equal opportunities for growth.
Career development. They want to grow professionally, and development opportunities can be a strong motivator. This can include training and other things like educational courses and speakers.
Values that align with theirs. They expect companies to show, not just tell, how they support people and the planet. And this needs to be communicated in a way that resonates with them on the channels they follow.
Acceptance of neurodivergence. They recognize that people are individuals and all have their own ways of working. They know that no one ‘right’ way of thinking, learning, and behaving exists and do not view differences as deficits.
Soon, there will be more Gen Zers in the workforce than baby boomers—predictions are that by 2030, Gen Z will represent 30% of the labor force. They are inheriting a set of complex problems—from climate change to inequality to racial injustice, to name but a few—and want to fix it. They want to work for a place they believe is doing good in the world. By embracing the wants of this generation—inclusivity, flexibility, and social responsibility—organizations can effectively engage and empower the next generation of workers, driving success and innovation in the years to come.