what does gen z think about manufacturing?

More and more members of Generation Z are finishing their studies and starting work, and manufacturing companies stand to benefit from their innovation, skills and mindset. However, the values held by Gen Z are very different to those of your Generation X or Millennial employees. To keep attracting top talent and reap the benefits that Gen Z offers, manufacturers will need to adapt.

In this article, we’ll take a look at what manufacturers can expect when hiring Generation Z employees, and clear up some of the misconceptions and prejudices that surround their generation.

what does gen z think about manufacturing?

The answer depends on who you listen to. The very oldest members of Gen Z were born in the late 1990s, with the majority coming into the world between the early 2000s and 2010s. So it may be too early to make sweeping statements about their career ambitions.

Some surveys claim that Generation Z is rejecting manufacturing jobs, dismissing them as low-paying and physically taxing. On the other hand, others find that members of Gen Z are open to a manufacturing-centered career in the trades.

Regardless of the sources you trust, anecdotal evidence from employers in the manufacturing industry seems to suggest that attracting and retaining Gen Z talent is a challenge that they haven’t managed to overcome yet. 

But when looking at the evidence, there seems to be reason to be optimistic. It may be hard to hire them, but according to the polling and research experts at Gallup, Gen Z is highly interested in the technical subjects that careers in manufacturing demand. The problem is the lack of exposure to these fields they get in school and the media. If employers want to become attractive to the future of the manufacturing workforce, they need to start engaging with Gen Z.

what does gen z want in the workplace?

It’s common to hear people say Gen Z is a generation of quiet quitters that ‘doesn’t want to work’. In reality, this prejudice isn’t backed up by the facts. Gen Z considers itself ambitious, and has a drive to succeed.

This misconception may stem from a mismatch between Gen Z’s values and what employers offer. In broad terms, these are the factors Gen Z looks for when applying for jobs:

• meaningful work — According to McKinsey, meaningful work is a top reason for Gen Z to consider taking a job.
• a balanced lifestyle — Flexible scheduling and remote work is more of a deal-breaker for Gen Z compared to other generations.
• empathetic employers — Gen Z is more likely to choose employers who make an effort to understand them and their needs at work.
• relevance to real life — Gen Z prefers to work in industries or companies that have an impact on their private lives.
• advancement opportunities — Long-term advancement prospects and the chance to learn and develop professionally are significant attractors for Gen Z’ers.

Manufacturers that succeed in reflecting these values will be more likely than the competition to attract and retain the top performers from Gen Z.

what can manufacturers do to attract gen z?

The manufacturing industry’s main roadblock to attracting and retaining Gen Z talent is its image. With some careful communication and employee branding work, they can show their companies to be the dynamic, forward-thinking workplaces they really are:

• show your meaning and find relevance — Even the most specialized products have a valuable real-world application. Follow your products downstream — where do they end up, and what impact do they have on the Gen Z applicants you’re trying to attract?
• open up for advancement — Manufacturing companies tend to be more hierarchical, attracting Gen Z candidates who value career progression. To become an even better employment prospect, embrace the diversity of the organization. Allow new recruits to learn and get experience in departments outside their own. This gives Gen Z the autonomy they crave and gives them greater control over their own development.
• embrace flexibility — This is one area where manufacturers struggle. In many production-based roles, remote work simply isn’t possible, which scares off Gen Z candidates who value flexibility highly. Think about how you can adapt — even for on-site roles, is it possible to allow flexible shift scheduling or flexible start times? Are there any wellness benefits you could introduce to help employees balance life and work more effectively? Or can you reframe the problem? There may not be as much flexibility, but the predictability of regular shifts can also help create a good work-life balance. 

keep gen z on your mind

Attracting Gen Z talent can require a change in mindset. Keep their priorities on your mind by downloading our infographic on Gen Z’s top five career motivators. Stick it up in the office or rebrand it and reuse it in your presentations, and make sure your communication and recruiting efforts work for the group you want to reach.