Understanding Gen Z Lingo in Today’s Workforce

With Gen Z projected to represent nearly one-third of the workforce by 2025, according to the World Economic Forum, their preferences, vocabulary and life choices are also making an impact on companies across the globe. Gen Z has also created its own office lingo, a generational jargon that might be challenging to interpret at first, however, businesses and HR teams that can talk the talk as well as walk the walk will be able to better communicate and connect with this highly digital group.

Here are some of the terms you might hear from Gen Z colleagues:

• Lit: When something is “lit,” it is cool. When it comes to today’s workforce, the word expresses enthusiasm about a project or event.

• Sus: On the other hand, “sus” is short for “suspicious” and denotes lack of trust in the workplace.

• Facts: Shorthand for something that is understood as true and factual.

• No Cap: A way of saying “I’m telling the truth,” “no cap” is an expression of sincerity and transparency.

• Slay: When you slay, you are killing it –whether on a project, in a new role or in life, in general.

• Ick: Just like it sounds, “ick” describes disgust or discomfort with someone or something.

• FR: Short for “for real”

• Rizz: Another word for “charisma,” rizz connotes charm and cool factor.

• Understood the Assignment: This Gen Z jargon recognizes those who excel at something—clearly, they “understood the assignment” in order to do so well.

• L and W: Losses and/or wins, L and W are shorthand for successes or challenges in the office.

• Bet: Akin to “okay,” this Gen Z word acknowledges that the speaker understands the assignment or task.

• Fire: When something or someone is “fire,” they are cool and impressive.

The list goes on—and the vocab is always subject to change based on trends, world events and a generation that knows what it wants and how it wants to say it.

Top Trends for Gen Z College Students

Generation Z, also known as the “zoomers,” are seeking something more and something different from a college education than their predecessors. They’re a little less traditional and a little more career-focused for starters and are willing to change direction mid-course.

Colleges and universities, many of which are facing lower enrollments and graduation rates than pre-pandemic, should pay attention to the following trends among Gen Z college students.

• Gen Z college students want to learn their way. They are digitally savvy and already experienced some online schooling—this group loves game-based learning and the latest interactive technology (and don’t forget about social media). They also love hands-on learning—learning by doing instead of just listening—and education that is more self-directed and self-paced. Nearly three-quarters say they want to follow their own path in their own time and are willing to forego a traditional four-year college experience.

• Career and skills development matter. Gen Z is concerned about costs and wants to make sure that their education will get them the job of their dreams. They don’t want to be burdened by massive student loan debt and are interested in lucrative STEM careers such as engineering, data and computer science, nursing and more. They are also willing to take a gap year if it will help them graduate without debt.

• So does mental health—more than ever. This generation knows that depression and anxiety and other mental-health challenges are real issues and they want accountable services for wellness and mental health as part of their college experience.

• DE&I are an A-plus. Diversity, equity and inclusion aren’t just buzzwords for Gen Z college students. They recognize the importance of diversity in education, the workforce and the world at large. They care about social issues and social justice. Colleges and universities should, too.

Like every generation, Gen Z has its own priorities, needs and interests. Savvy colleges will pay attention when developing programs and priorities to serve this dynamic generation.

What Gen Z Really Wants When It Comes to Work

Gen Z—the generation of Americans born between 1996 and 2010—knows what it wants when it comes to work, careers and professional satisfaction. Not surprisingly, flexibility, money and job security top the list for this group, which represents about 20 percent of the U.S. population. As more members of this younger generation enter the workforce, successful employers will take note of their priorities.

Interestingly, they comprise a smaller share of the workforce than Gen X and millennials at just over 70 percent, and they are also better educated than the preceding generation. Overall, this generation of workers, which is more keyed into the importance of mental health and wellness, seeks meaningful work that comes with flexibility and true work-life balance.

Further, a solid salary and benefits package are also important—longer hours and micromanagement top the list of turnoffs. The flexibility of remote work is another notable plus.

Gen Z is especially interested in tech jobs, consulting, engineering and freelance work. And employers are interested in hiring more young employees—more and more companies are also recognizing that they may need to bridge the knowledge and cultural gaps among generations in the workplace.

As veterans of learning, interning and finding their first jobs during a global pandemic, Gen Z knows what it wants and is willing to wait to find the right position. Employers may need to roll out the red carpet and offer an impressive package to attract the best of the best.

Gen Z is Changing the Post-Pandemic Workforce

Gen Z—represented by the swath of years from 1997 to 2012—is leading the way for change in today’s workforce. While they are the youngest members of the work world, this generation is also the most outspoken in its request for good working conditions, flexible jobs and meaningful work. They are also more than willing to quit a job in search of a better environment or fit.

Unlike previous generations, Gen Z is more vocal in its expectation of a solid environment that includes mental health support, workforce wellness programs and flexible conditions. Work-life balance has gone from a “nice to have” to a “must have” for Gen Z. Salary is less important that a great working environment.

While their millennial managers may expect 40-plus hours a week, Gen Z is ready to knock off once their goals for the day or week are completed. They have no problem complaining about poor working conditions on social media or saying “I quit.”

According to LinkedIn data, job transitions increased by 54 percent year over year overall, while they increased by a whopping 80 percent for Gen Zers. Granted, some workers do face regret when they make a switch, but that might just mean they will move on again.

All of this has been termed a “slow up” by some in the industry—an intentional focus on slowing down in the name of better balance. Gen Z is proud to lead the way for change in slowing down and finding work that matters.

Ultimately, this generation wants to make a difference in the world. They have the entrepreneurial spirit and spark. More than 62 percent of Gen Zs surveyed by the Center for Generational Kinetics said they hoped to launch their own business down the line.