Why every organisation should be thinking about Generation Alpha

Generation Alpha – currently the youngest generation of children and teenagers – will very soon be preparing to enter the workforce. Gen A makes up 6% of the global population making them the largest generation ever and, born after 2010, they will begin entering the workforce in the late 2020’s and early 2030’s.

Gen A is being raised in a digital age with technologies like AI, augmented reality, intelligent automation, machine learning and big data becoming increasingly prevalent. They are growing up as super-informed, constantly connected consumers. This means that their attitudes and consumption behaviours are different to previous generations’. They are tech driven, influenced by platforms such as TikTok, Minecraft and Roblox. Organisations will soon need to learn how best to reach these empowered consumers and, as they gain agency, purchasing power and enter the workforce, we will all need to determine how to meet their expectations, aspirations, and values.

As with the increasing majority of their predecessors, Gen Alpha is a generation who are socially aware, and equality, diversity and inclusion will be of great importance to them as they enter the workplace. They care about social purpose, with a focus on fairness, which will likely influence the careers and employers they choose to pursue.

According to a recent study, 65% of 8–10-year-olds are already thinking about their mental health, so it’s safe to assume that well-being will be a priority when Gen A enter the workplace. Interestingly, Gen Alphas don't see tech as the key to greater well-being – three-quarters say they like to use technology less and spend more time outside to manage their mental health.

So, knowing what we know about Gen Alpha, how can we best prepare for them to join the working world?

Here are three areas of the workplace that may need to adapt to Generation Alpha in preparation for them to enter the workforce:

1. Digital Natives: While Millennials and Gen Z were children and young adults when the smart phone and social media revolutions took place, Gen Alpha are a generation of people who have likely rarely been more than a few meters from a computer. Many of their educations, social and personal lives have always involved a device capable of accessing the internet, therefore, their proficiency with technology can’t be overstated. While our industry and workplaces are in the process of adopting technology, those with fully fleshed out cloud and digital capabilities will see Gen Alpha feel most at home. We also shouldn’t be afraid to learn from this generation, who’s early childhood involved digital learning and play.
   
   
2. Connected and Collaborative: These digital capabilities mean that Generation Alpha is growing up in a world where they can connect with virtually anyone, anywhere at any time. They are used to building community in digital spaces and exchanging ideas to create online cultures. They are less individualistic and more focused on collective good. Organisations with strong cultures, backed by digital learning and sharing, will see Gen Alpha colleagues thrive and contribute positively, and as leaders, this cohort is likely to be collaborative.
   
   
3. Social Consciousness: This connectedness is contributing to Gen Alpha’s development of a strong social consciousness. They are a group that has grown up with access to countless resources for learning and development, and online communities that are always exchanging information and knowledge. Their world is one where anything can be fact-checked and corroborated, so they value transparency and the truth. Organisations looking to make the most of their presence will have a strong purpose and an open culture. Lip service is unlikely to satisfy this group as they will want to work with teams that mean what they say and act in line with their values.

There is a huge opportunity arising to work with an incoming cohort that is highly educated, extremely tech-savvy, with a high sense of empathy and collectivist mindset. Building digital capabilities, as well as a culture founded on purpose and transparency, is the best way to prepare for the next generation of leaders, both in construction and beyond.