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Generational differences shape organizations and workplaces. Maybe you have heard the proverb “necessity is the mother of invention.” Over the years, generationally diverse workplaces have created the need for succession planning, career pathing, upskilling managers, offering a variety of benefits to support employees, and using new technology. Organizations have had to be innovative and creative to adapt to the ever-changing needs of their employees to stay relevant and attract and retain top talent.

Understanding how each generation influences the workplace can help you identify generational needs and allow you to take a strategic, proactive approach to meeting these needs, versus taking a reactive approach that may leave you feeling like you can’t compete in the talent marketplace.

Generation Alpha comprises those born between 2010 and 2024, which means the oldest members of the generation are just 12 years old, while the youngest haven’t been born yet. You might be wondering, “Why do I need to think about Generation Alpha in the workplace? They aren’t even old enough to work yet.” While there are work restrictions for minors, many teenagers get their first jobs between 15 and 17 years old. Generation Alpha will begin to enter the workforce within the next few years.

Business planning, budget constraints, and a variety of other factors impact initiatives and implementation. The labor market is tight, driving up the cost of talent and making it challenging to retain employees. By assessing the needs of Generation Alpha and your current workforce, you can start to identify, build out, and implement initiatives that will strengthen your ability to not only attract Generation Alpha but also retain valuable employees from older generations. Managing a multigenerational workforce has challenges, but the result is a more innovative workforce with a built-in talent pipeline.

Understanding Generation Alpha

Here are some things you should know about Generation Alpha.

• Diversity is a must. Members of Generation Alpha are growing up in a more racially and ethnically diverse country than previous generations, according to data from the U.S. Census Bureau. These children also have more diversity in their household than any prior generation, meaning they are more likely to have single parents, older parents, same-sex parents, and mixed-race parents. Members of this generation have witnessed historical milestones for diversity, including the nation’s first African American president, Barack Obama, and the first woman to serve as vice president, Kamala Harris. In the business world, the number of female CEOs of Fortune 500 companies has risen since the first members of Generation Alpha were born. Workforce diversity has also grown, with non-white workers now comprising more than 20% of the employee population, according to the U.S. Bureau of Labor Statistics. Diversity is the norm for this generation, and they expect a workforce reflective of that.

• Technology will dominate. Since 2010, we have seen the introduction of iPads, a boom in cloud platforms, virtual reality headsets, smart watches, self-driving cars, and much more. Additionally, the COVID-19 pandemic brought remote and hybrid learning to schools, platforms that rely on technology. Members of Generation Alpha will expect on-demand accessibility and be dependent on technology. They will bring a deep understanding of technology and skills that will likely accentuate the technology gap between older generations.

• Their social and emotional needs will be different. Generation Alpha is being raised on screens. Their ability to connect face to face may be hindered by their dependence on technology, meaning they will opt for text communication over voice and virtual meetings over in-person ones. They will look to technology as a means of collaboration. The rise of social media and influencers will likely drive their need for recognition, validation, and instant gratification. They may also experience higher levels of burnout from their inability to disconnect from technology.

• They will want different ways to learn. We have talked about Generation Alpha being dependent on technology, their need for validation and recognition, how they connect with others, and their experience with remote learning. All these factors will shape the way they learn. Generation Alpha has experienced learning through visual and interactive methods and will look for personalized learning experiences, far from the large group style that older generations are accustomed to. They will want bite-sized learning and video stories — think YouTube, TikTok, and video games.

How Can Employers Prepare?

Embrace Generation Alpha! Like every generation before them, they will bring new ideas, creative solutions, and fresh perspectives. Learn about them and from them. Often, new generations come into the workforce and shake things up a bit. They may question why things are done the way they are or seem resistant to conform to what has become the organizational norm, neither of which is a bad thing. Without change and innovation, organizations become stagnant. However, change can sometimes bring conflict. Workplace conflict is costly to any organization. Unmanaged conflict can lead to lost productivity, low morale, and turnover, so it is important to find ways to integrate and manage a multigenerational workforce.

To do so, engage in Diversity, Equity, and Inclusion (DEI) efforts. The Employers Council DEI Roadmap to Success Checklist can help you get started. It is imperative to build a culture that embraces differences with respect.

Next, don’t fear technology; harness it! Look for ways to utilize the technology you already have and use it to improve and streamline processes. Often, technological solutions are part of larger organizational needs. However, human resources and leadership play a critical and strategic role in the adaptation. When implementing change, utilize an effective change-management model to obtain the best adaptation. Managing the change effectively can help close the technology gap between generations and reduce resistance to new technologies.

Then, get creative and tailor your approach to the individual, when at all possible. Avoid a one-size-fits-all approach to when, where, and how work is completed, how employees collaborate and communicate, how they are recognized, and what benefits they value. For example, focusing more on outcomes and less on the means to achieve the results can help provide autonomy and flexibility. Look for ways to reward desired outcomes, such as a points platform, which allows employees to send and receive recognition and gratitude in real time and allows them to utilize their points to obtain a reward that is meaningful to them. These rewards can vary from things such as time off, money, donations to charitable organizations, or branded merchandise. The key is to offer choice and flexibility.

Finally, look to provide individualized training and development opportunities. Provide employees with training that is interactive, fun, and pertains directly to a skill they need to develop. Training that uses a game format is likely to be very effective for Generation Alpha. Skills-based training using a “just-in-time method” will provide a higher return on investment for this generation because skills that do not pertain immediately are likely to be viewed as a waste of time. Generation Alpha may look at acquiring a new skill like leveling up in a video game, so timing is crucial.  

Generation Alpha is still a few years out of the workforce, but by learning more about them and what their needs are, you can be better prepared to welcome them into your organization. Doing so will allow you to reap the benefits of these tech-savvy, innovative, creative individuals who will help lead your organization into the future. If you have any questions, please email the Employers Council Member Experience team.