The work world will soon see hopeful employees serving max rizz in job interviews, and this generational wave is something it must prepare for. As the coronavirus pandemic taught society, flexible work arrangements are the future, and Gen Alpha will continue to advocate for work-life balance. But who is Gen Alpha, and how are they disrupting the workforce?
Generation Alpha defines the group born from 2010 onward. They grew up in a time where technology advanced rapidly, societal norms shifted, and it felt like every month, a new catastrophic global event was etching its place in history. Their approach to life and, therefore, work is sure to reshape industries and workplace culture.
Gen Alpha is distinct in several key ways. Unlike Gen Alpha, Gen Z has had to adapt to evolving tech, bearing witness to the transition from brick Nokia mobile phones to the hyperdrive ultra-everything smartphones common today. The same goes for tech integration; online learning only became prominent for them during their late high school or college years. Gen Alpha builds on the expectations set by Gen Z, who will push for more advanced, flexible, and socially responsible further.
The generation was the first to be born entirely in the 21st century, growing up surrounded by digital devices since birth. They are the kids of Millennials and younger siblings of Generation Z. To be raised in an environment where technology is seamlessly integrated into everyday life comes with pros and cons. Unlike older generations, who had to adapt to new digital tools, Gen Alpha has never known a world without them. Gen Alpha has a digital second nature, is societally aware thanks to modern hyperconnected globalisation, and is learning resilience and adaptability early on.
“Oh, you’re so strong, you’re so resilient” is not the compliment you think it is, mind you. It’s not like Gen Alpha wanted to have to build armour to simply exist in today’s challenging world, but that’s the way life seems to go nowadays. Sure, major global challenges like the pandemic have normalised flexible work arrangements more so, as this article opened. Still, the mental health and personality negatives that the international coronavirus outbreak has left are undeniable. The long-term impacts of isolation, stress, and disruption these children faced have a ripple effect sure to impact everyone for years to come.
Preparing for Gen Alpha
Adopting the new wave of Gen Alpha employees is a tough challenge that business leaders should not underestimate. To sum up COVID-19’s impact on workplaces, remote work options and general flexibilities feel solidified as non-negotiable. Businesses that resist these changes might find themselves at a disadvantage when trying to recruit top talent. Gen Alpha will advocate for arrangements that allow for personal wellbeing and productivity or turn their focus to employers who can meet such demands.
The other glaring Gen Alpha preparation is technology. You can no longer change a grandma’s iPad password and be complimented like you’re a tech guru; I’m sorry to report that. The times have changed, and digital literacy expectations have heightened. Gen Alpha’s natural proficiency with tech means they will likely drive greater integration of digital tools, AI, and automation in their workplaces. Bosses will need to stay ahead by adopting new tech and cultivating work environments that encourage innovation. Gen Alpha also expects up-to-date tools and seamless digital experiences. Companies that lag behind on tech adoption might struggle to meet the generation’s expectations, leading to dissatisfaction and higher turnover rates. Of course, this article makes heavy generalisations. Some Gen Alpha workers will defy these characteristics and be digitally opposed despite holding a base level of knowledge from growing up surrounded by devices.
We know that short-form video content has fried the brains of society. Unfortunately, the 90-second attention spans courtesy of social media doom-scrolling carry over to work contexts. Beyond wanting to be stimulated more per our fast-paced online media consumption, Gen Alpha values continuous learning and meaningful work. Employers who cannot provide thought-provoking projects or clear career growth paths may face difficulties in retaining Gen Alpha employees, who might quickly move on to other opportunities.
On this, Gen Alpha is likely to view career mobility as a norm, which results in shorter job tenures compared to older generations. This trend may increase recruitment and training costs and create challenges in maintaining institutional knowledge. By creating pathways and maintaining a database of information to ensure nothing is lost when employees come and go, 21st-century employers can both future-proof and maintain staff.
Finally, Gen Alpha cares about the environment and social causes, so it will hold employers accountable for their ethical practices. Companies that fail to show they are transparent and genuinely committed to these values may face reputational risks and find their younger workers are disengaged; perhaps they’ve even quit quietly.
What Does the Future Hold?
If there’s one quality about Gen Alpha that employers should consider, it is that how they view success is changing. The traditional markers of success, such as a long-term tenure and climbing up the corporate ladder, might not resonate with Gen Alpha as they have with older generations. Instead, Gen Alpha is set to prioritise roles that offer continuous learning, meaningful work, and the ability to pivot careers as needed. Loyalty to an employer is more fragile than ever. Employers ought to rethink professional development and how careers progress within their organisations, get critical about who they invest in, and ensure employees are always learning and feel their work is worthwhile.
As Gen Alpha steps into the workforce, businesses have a real opportunity. By recognising the unique ways and expectations of 21st-century workers, employers can shape attractive workplaces conducive to long-term innovation and growth. It’s all a chance for businesses to rethink the traditional approaches they have and build a more adaptable and forward-thinking culture. If it ain’t broke, don’t fix it, but what if the world around that tool or operation has changed? Those who meet Gen Alpha’s expectations will not only attract top talent but will also create an environment where the workforce—and the business—can thrive for years to come.
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