The arrival of a new generation into the workforce brings in new uncertainties and challenges for employers. Up until a couple of decades ago, employers generally understood and could expect that a new, inexperienced workforce must adapt to the industry it enters.

Today, however, many executives are concerned that the relationship has been reversed. Given labor shortages and the challenges of attracting entry-level workers, the tables have turned and industries must now adapt to the expectations of the entering workforce to thrive.

This change has a negative stigma attached to it. In particular, workers from Generation Z, the demographic born between 1997 and 2012, according to Pew Research Center, are seen as too demanding, even as they start entry-level jobs with little to no experience.

Nevertheless, with new challenges come new opportunities. Rather than being wary or frustrated with the Gen Z workforce, seeking to understand them can offer a much more positive workplace relationship and ultimately benefit a company.

Here are the four biggest factors an employer needs to understand to build a positive relationship with Gen Z workers:

1) COVID changed everything. To adapt to the coronavirus pandemic, Americans had to shift their work habits to an online environment. Save for essential workers, Americans had to do their jobs from home on a computer, separated from their employers and usual worksites.

The bulk of Gen Z transitioned into adulthood during this period. For over a year, their school, college and work experience happened through a computer screen. This had a lasting effect on how they understand work ethics. Gen Z workers have become much less partial to a fully in-person or remote work schedule, favoring a hybrid work schedule. This has been a tough ask for some companies, as the end goal of many companies post-COVID has been to fully return to the workplace.

Those who keep the hybrid model have seen more positive results. “For the foreseeable future, the dominant working arrangement will likely be hybrid, offering a compromise that provides career-minded individuals with remote flexibility while addressing employer concerns about productivity," writes Tracy Power, chief people officer at Vaco Holdings, HR Executive.

2) Gen Z isn't technology-obsessed, they're technology-familiar. As artificial intelligence (AI) becomes more integrated into the workplace, it has become increasingly practical to be familiar with the various ways AI is used. Since Gen Z has proven to be familiar with AI technology, this makes them increasingly valuable to employers.

And it isn't just AI. Gen Z has proven to be quick learners with new technology. Sixty-four percent of Gen Zers say they use AI in work, according to a study from the National Society of High School Scholars (NSHSS). However, the NSHSS study also found 59% of Gen Zers believe AI will negatively impact society, with the main concern being how AI will be used to invade privacy and replace workers.

3) Gen Z brings a different style of work ethic. When you mention the words Gen Z and work ethic alongside each other, some employers shudder. Most articles on the subject paint Gen Z as difficult and demanding. Three in 4 employers claim Gen Z workers are the most challenging generation to work with, according to a survey by ResumeBuilder.com. The top complaint was that Gen Z employees lack technological skills (39%), effort (37%) and motivation (37%).

On the flip side, Gen Z can bring strengths, such as innovation and adaptability. “They are not afraid to challenge the status quo and bring new ideas to the table," Adam Garfield, marketing director at Hairbro, told ResumeBuilder.com. “They also value authenticity and transparency and expect companies to be socially responsible and ethical."

4) Informal communication is key. Just as much as any other generation in the workforce, Gen Z requires clear and consistent communication to work effectively. However, what differs between Gen Z and previous generations is not communication in general or lack thereof, but the specific methods of communication.

Gen Z has grown up with social media and texting as a main form of communication, their communication skills have developed to be much shorter and to the point. This less formal style of communication has often bled into the workplace.

“Gen Z's communication preferences are heavily influenced by the prevalence of instant messaging platforms and social media," says Esteban Touma, a linguistics and culture expert at Babbel. “The structured and formal nature of email communication may feel unfamiliar and more complicated to many [Gen Zers]."

In many situations, this leads to much less formal communication between Gen Z workers and their employers.

New generations will always bring new challenges to the table, as well as new benefits. What separates successful employers from their peers is how they tackle those challenges and benefit from their youngest workers.

Henry St. John is Gen Z content contributor at The Workplace Advisors. The Workplace Advisors is the endorsed HR partner of Big “I" Hires, the Independent Insurance Agents of Virginia, Big I New York, and Big I New Jersey. 

The Workplace Advisors offers a wide range of employee development services, including coaching, to ensure your employees are engaged, productive and fulfilled.