How organisations can embrace Gen Z’s true potential

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Subscribe to enjoy similar stories. In today’s BANI (Brittle, Anxious, Non-linear, Incomprehensible) world, organisations face tremendous pressure to be agile and establish themselves as resilient.

Within this demanding environment, organisations find themselves ensnared in a paradoxical predicament: Organisations are having a hard time comprehending Gen Z—the traditional expectations of ‘loyalty’ and ‘hard work’ are being challenged by a generation that is perceived as ‘lazy and reluctant’, ill-prepared to join their workforce. However, unlike their previous generations, Gen Z was born and raised in the BANI world—they understand the need for agility and resilience and are prepared for it in the face of rapid changes and uncertainty that surrounds them.

Forming almost a third of the workforce by 2025, organisations can no longer ignore their Gen Z workforce—they will have to transform themselves to leverage Gen Zs potential and guide them to stay resilient in the BANI work environment: Gen Z demonstrates agility; evident in their ability to embrace change and swift adaptation to new tools and technologies. Raised in a digital-first world, they are able to navigate digital platforms with little difficulty.

They expect opportunities for advancement and want to explore various roles to push their skills and capabilities. Gen Z individuals realise that continuous learning is pivotal for their progress, giving organisations the chance to harness their learnability to lead the way.

Organisations must revamp their Learning and Development (L&D) initiatives, transforming them into more Micro, Interactive, and Dynamic formats to meet these expectations. This strategy aligns with Gen Z’s inclination towards bite-sized, engaging,