PETALING JAYA: Young employees armed with digital solutions are playing vital roles in their companies in exploring ideas for new products and services that lead to successful business models, says the Malaysian Employers Federation (MEF).
Its president Datuk Dr Syed Hussain Syed Husman said Gen Z’s familiarity with the latest digital trends and tools allow them to spearhead technological adoption within their workplace.
“Their expertise can assist in developing and executing digital strategies, ensuring transition is smooth and effective.
“They can also serve as digital ambassadors, helping to train and mentor other employees in using new technologies and tools,” he said when contacted.
Syed Hussain also said Gen Z employees can help shift the company culture towards embracing digital solutions, fostering an environment that prioritises innovation and continuous improvement.
“This not only enhances the company’s competitiveness but also attracts top talent who are eager to work in a forward-thinking environment,” he said.
Gen Z are defined as those born between 1997 and 2012, while Millennials are those born between 1981 and 1996, Gen X between 1965 and 1980, and Baby Boomers between 1946 and 1964.
Syed Hussain said the tech-native nature of Gen Z also fosters a culture of innovation and creativity.
“They are comfortable exploring new ideas and experimenting with unconventional solutions.
“This creativity can lead to the development of new products, services and business models that drive the company’s growth and success in the digital age,” he said.
In light of the growing presence of Gen Z employees in the workforce, Syed Hussain said workplaces are still predominantly shaped by norms and policies established by previous generations.
“However, companies are trying to balance these existing structures with the evolving expectation of Gen Z employees,” he said.
He added that many employers have been transitioning towards more flexible work arrangements in the post-pandemic era, which aligns well with Gen Z employees’ preferences.
“This can help in attracting and retaining Gen Z employees as it caters to their desire for a more balanced and autonomous work life,” he said.
Syed Hussain also said it is essential for employers to focus on retention strategies to address the high turnover rate and reduce hiring costs associated with frequent employee changes, particularly among Gen Z.
“These strategies may include providing clear career progression paths and professional development opportunities such as offering continuous learning and mentoring programmes, and chances to take on new challenges,” he said.
He added that stereotyping Gen Z often misrepresents their true characteristics and capabilities.
“Addressing these misconceptions and fostering synergy among different generations in the workplace can lead to a more harmonious and productive environment,” he said.
Syed Hussain proposed intergenerational mentoring where experienced employees impart their expertise while younger employees offer fresh perspectives and technological insights.
“Employers should ensure fair compensation that reflects the contributions of employees from all generations, addressing the needs and expectation of the modern workforce.
“Employers should also develop a communication strategy that values input from all generations, ensuring that diverse perspectives are heard and respected, leading to a more dynamic and effective workforce,” he said.
