More Gen Zers are entering the workforce today than any other generation — yet a recent study found that over a third of business owners prefer not to hire them.

The reason for employers’ reluctance is multi-faceted, and includes the perception that Gen Z is defined by a poor work ethic, sense of entitlement and subpar communications skills.

What’s more, Gen Zers prioritize their convictions almost as much as they do compensation, tend to root their identities in activities outside the workplace, and demand more flexible schedules, among other differences. If those needs aren’t met, they aren’t afraid to speak up, or leave a company entirely. 

Many of these attributes would appear to be at odds with the manufacturing industry, a sector known for a more traditional approach to work. Gen Z’s tendencies toward independence and eschewing traditional workplace norms can be seen as a tremendous liability to seasoned manufacturing professionals. But if we dig deeper, the reality is far more complex. Far from fatal flaws, these traits could actually be the catalyst for a positive industry-wide transformation.

Gen Z: Tech Whisperers

Gen Z is described as the first digitally native generation, with their childhood bookended by the advent of the internet and the COVID-19 pandemic. Social media-savvy and technologically literate, Gen Z workers bring a unique and informed perspective to technology integration. This perspective allows them to view technical innovation in an entirely new light, and they’re relentlessly optimistic around technology adoption at work.

A Soter study last December validated this trend, finding that 48% were either “excited” or “optimistic” about the impact of automation on the broader manufacturing space. 

Plus, Gen Zers are coming on the job scene during a period of unprecedented demand for digital skills. Out of the 1.9 million jobs expected to go unfilled in the next 10 years, most will require individuals with some level of digital prowess: statisticians, data scientists, computer experts, information systems managers and the like. Demand for these careers in manufacturing have skyrocketed by 75% in the last five years, and will only continue to grow in prevalence as new technologies like artificial intelligence and machine learning transform manufacturing. Gen Z’s natural affinity for such fields could greatly benefit the manufacturing industry, which is slowly but surely becoming more tech-centric.

New Generation, New Perspective

Gen Z’s technical know-how is far from the only selling point of this new generation. They are also more value-driven and principled than any other age group, with half reporting that they will reject a job if the employer’s values do not align with their own. These include safe and respectful working environments, opportunities for career advancement, and the ability to make a difference.

Although employers may be tempted to brush these demands off as excessive or entitled (Gen Z has been labeled in the past as “asking for too much” in the workplace), it’s worth noting that this generation devalues compensation in favor of the above, and is the only one to rank advancement and meaning above pay. Considering that a recent survey of employers found that demonstrating enthusiasm for work and the business’s values is a top trait in prospective employees, adding more Gen Zers to a company’s workforce could be a great way to reignite motivation in the workplace.

An infusion of these younger workers won’t just benefit workplace culture, but also safety. Gen Z workers have already shown a penchant for being among the most self-aware and risk-conscious members of the workforce. For companies looking to remain compliant amid OSHA's newly expanded enforcement measures and more expensive fines, Gen Zers could prove to be a tremendous asset. 

Recruiting Gen Z Intentionally

Upon further analysis, employers’ gripes about Gen Z might be misguided. But in a sector that has found its sweet spot in iterative steps rather than giant leaps, can the manufacturing industry pivot fast enough to attract Gen Zers to their ranks? The answer is yes —but it will take a new degree of intention on employers’ part.

First, manufacturers need to dive headfirst into automation and other cutting-edge technologies, adopting at a far faster rate than the current industry average. Considering that Gen Zers are 33% more likely to accept a position with a company that actively embraces new tech to help employees do their jobs, technical innovation won’t just maximize efficiency, but increase a company’s appeal to younger workers.

Manufacturers also need to recognize that while Gen Zers should be compensated fairly, pay isn’t the ultimate end-all and be-all that it used to be when it comes to attracting and retaining talent. Rather, this generation also needs to feel respected and valued in the workplace, which may require a few revisions to the company’s promotion system or culture on the factory floor. This even extends to safety, since a more comprehensive onboarding process or more safeguards to protect workers (such as artificial intelligence for compliance monitoring and safety wearables) can make a significant difference in the fight to retain quality talent. 

Although undoubtedly different from past generations, Gen Z workers are a substantial value-add for any business, particularly those in manufacturing. Thanks to their unique talents and values, Gen Z has the potential to transform the workplace into a more driven, safe and collaborative place — all the while inspiring a burst of innovation that could solve the most vexing manufacturing challenges of the century.

Matthew Hart is founder and chief executive officer of Soter Analytics.