Retail Merchandiser - March/April 2018 - 72

SOLUTION PROVIDER RETAIL LABOR

Time Marches On
Industries are moving past the millennials and preparing to recruit generation Z.
BY KELLIE MURPHY AND BEN HUTTERER

W

hen it comes to generational gaps, many human
resource departments are
like cashiers at a busy
deli: "Next!" Many have dealt with the
baby boomers, a generation that loved
change, and then in the 1980s decided
they were done changing. The boomers
were followed by generation X, also
known as the "latchkey" generation
because their boomer parents often
weren't home when gen X kids returned
from school. Gen X became well known
for their independence and resourcefulness, being self-managing and seeking a
work-life balance.
The most recent generation, the

millennials, began to join the workforce
around the year 2000 and through
the recession. Millennials are a group
that has strong communal ties and
their ideologies of teamwork turned
the corporate world on its head. Open
cubes and campuses were introduced
and companies had to adapt to this new
way of life. The shift continues, as the
first wave of millennials are nearing 40,
with many of them partners and c-suite
executives. Now is the time to begin
preparing for the next generation of
young adults who will be entering the
workforce: generation Z.
Generation Z is expected to be more
inclined to forego traditional higher

Generation Z is expected to be the most
entrepreneurial generation yet.

72

RETAIL-MERCHANDISER.COM

Volume 58, Issue 2

education. This isn't to suggest that Gen
Z will not be educated, but they are
expected to opt for a more independent
alternative to finishing their degrees
(e.g., online) or work-study options
where they can be certified in a specific
expertise while working. For many of
us this may be seen as an advantage, as
Gen Z may be more inclined to enter a
skilled workforce and learn the ins and
outs of operations as they are also completing business, science and art degrees.
In many ways, this could be the generation that bridges the gap between the
working class and upper management.
However, there is one problem for
those looking to recruit talent: Gen-


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Table of Contents for the Digital Edition of Retail Merchandiser - March/April 2018

Contents
Retail Merchandiser - March/April 2018 - Cover1
Retail Merchandiser - March/April 2018 - Cover2
Retail Merchandiser - March/April 2018 - 1
Retail Merchandiser - March/April 2018 - Contents
Retail Merchandiser - March/April 2018 - 3
Retail Merchandiser - March/April 2018 - 4
Retail Merchandiser - March/April 2018 - 5
Retail Merchandiser - March/April 2018 - 6
Retail Merchandiser - March/April 2018 - 7
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Retail Merchandiser - March/April 2018 - Cover3
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