Gen Z Tradies and How to Manage Them.

Remember life before Google? You might, but your typical Gen Z tradie doesn’t.

You’re probably already working with plenty of Millennials (born 1981 to 1996) and a few Gen Z’ers (1997 to 2012). Now, with post-lockdown savings being pumped into property improvements, demand for tradies is booming – meaning there’s a big opportunity to bring a ‘new breed’ of worker on board.

Here’s how you can take advantage and build a strong workforce that’s ready for the next generation of workers and clients.

Born from the mid-90s up to the early 2010s, Gen Z are tech-savvy and all about finding new, challenging ways to do what they do. They’re the first real digital natives. They’ve grown up with the internet, and it’s their ‘go-to’ for any solution – a big part of why they’re rarely seen without a smartphone in their hands.

When it comes to work, Gen Z puts salary and a good work-life balance at the top of their wish list. More than Millennials, Gen Z are looking for financial security, but also for a rewarding work experience.

They want to know they’re doing good work, getting paid fairly, and can still have a balanced life outside.

Whatever you might have heard before, Gen Z aren’t unmotivated or entitled workers.

They like their work to be rewarding, which means the chance to bring fresh, modern thinking and know-how to your business. Remember, plenty of
clients will be Gen Z soon too – they’ll be looking out for that. Being so on the ball with tech, Gen Z are great at helping respond to new business quickly. They’re quick to adapt to cloud technology, generally more capable of accurate quoting and invoicing, and operate with low overheads from a combination of mobile tech and outsourcing.

The result? Higher efficiency, lower costs, and better cashflow for your business on top of all the usual advantages of a young, capable workforce.

Flexibility
Think about how you can make your workplace attractive to Gen Z workers from a flexibility perspective. Traditionally, the trade world has worked with specific hours from 7:00am to 3:30pm, with some overtime and weekend work. Start with a chat to any Gen Z workers you have already – are they looking for more rostered days off? Would coming in and leaving an hour earlier work? What hours would appeal to them? Making flexibility part of the culture, not just a perk, can help your young team feel like their job is giving back.

Technology
This one might be a no-brainer, but take advantage of Gen Z’s tech smarts. Work with your team to find new ways of streamlining business – you never know where there might be a faster, more client-friendly solution waiting to save you time and money.

Development
Consider how you can help your Gen Z workers grow. Like previous generations, new apprentices usually need some time to settle in and show what they’re good at. Millennials and Gen Z’ers value chances to upskill and develop, personally and professionally. Most really value regular input from supervisors every few weeks to stay engaged, and will almost always respond to feedback. To start, make sure on-the-job training is structured and well planned, with plenty of chances to check in. Don’t just rely on the odd annual performance review – consistently giving feedback and listening in return is what builds a trusting, trust-worthy workforce.

Banter
An oldie but a goldie – never underestimate the value of a chat. Building a good working relationship doesn’t just mean getting to know what someone’s good at – it’s getting to know them as well. Find out about their lives and you’ll get a great point of view on them, but also what modern life is like for the next generation. If your team feels like you ‘get’ what matters to them, they’ll feel comfortable piping up with any problems or new ideas to take business to the next level.

• Gen Z (born 1997 to 2012) are a tech-smart generation.
• They value work-life balance, financial security and a fulfilling
  workplace.
• They value flexibility, and finding ways to accommodate will make
  your business more appealing.
• Their tech know-how and mobile working style can improve
  efficiency and cashflow.
• Take time to give feedback and training regularly – they want to
  learn.
• Get to know them – they’re a great opportunity to stay up-to-date
  on the next generation of workers AND clients.