Finance Teams + Gen Z = Success, The Winning Formula📱

From TikTok to team meetings — Gen Z has officially started filling company ranks around the world… and by 2030 they are expected to make up 30% of the workforce.

With avid curiosity and impatience for progress, the youngest working generation is changing the way finance teams function… arguably, for the better. 

Janine Moir, National Digital Assurance Leader and A&A Innovation Leader at Deloitte leans into the skills of Gen Z, and if you’re looking to modernize and supercharge your team, you should too. 

But what’s worked for attracting and retaining previous generations isn’t cutting it with Gen Z. 

Here’s everything you need to know about building and maintaining a talent pool of tomorrow’s finance leaders…

What Gen Z really wants from employers

Simply put, Gen Z isn’t that different from other generations. Employees want:

• Adequate pay

• Meaningful work

• Career growth and value

But, there are a few things that set the new generation apart. Gen Z has the shortest tenure as compared to any other generation. 

Simply put, when their needs and preferences aren’t being met, they move on much more quickly.

Setting trends — from TikTok to workplace culture

Gen Z is the first generation to have grown up entirely with technology. From social channels to mobile devices, young employees are the definition of ‘plugged in.’ But this doesn’t mean you’ll catch them recording dance videos on their lunch break (maybe). Instead, get ready to focus on communication. 

One major trend Gen Z has sparked is greater transparency and recognition. New talent wants clear, frequent communication, transparent growth trajectories and regular feedback. These individuals are also less likely to hold back when working with superiors.

That means harder questions, sooner — even in large group settings. 

As a leader, creating supportive strategies, clear learning and development avenues and being prepared to answer questions clearly is critical.

Strategies to try: A focus on learning and development

Start with coaching and mentorship: Create a well-documented system for feedback, coaching and guidance. Make sure your system offers regular feedback on interactions and performance while leaving room for questions. 

Consider defined rotation programs: Today’s top talent wears many hats—they’re looking to grow at an incredibly accelerated speed. As a finance leader, it’s up to you to challenge employees, offer special projects and recognize hard work. 

Don’t force it: Offer growth, but don’t require it. When employees decide to leap into new opportunities, they are empowered to do more, better, at a quicker pace. 

Be a leader, not a boss: Leaders encourage their teams to be the best versions of themselves because they care. They allow their employees to make decisions and take calculated risks (and responsibility).  Bosses simply tell employees what to do. 

Gen Z is capable, hungry and highly motivated. Without proper systems in place to foster their growth, they likely won’t stay long — or even join your company to begin with. 

The best part? The changes sparked by Gen Z benefit every employee, regardless of generation.

Do best by your employees and your company by attracting, retaining and equipping tomorrow’s finance visionaries with confidence, clarity and a growth mindset — we can show you how. Tune into The CFO Show today.

In case you missed it…

After an IPO, the work is only just beginning. Sukaran Mehta, Chief Financial Officer at Docebo joined us to break down everything you need to know for a successful post-IPO transition.

What’s next…

It’s one of the biggest challenges that has continued to face finance for decades… how can you slow down to speed up? How many times have you been stuck in a forecasting loop, too busy to slow down and find better solutions? You’re not alone. We dive into navigating the balancing act of maintaining speed and focus, while also taking the time to improve the environment for optimum efficiency.