Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Experts say HR will need to adapt with training, policies as those ages 13-17 enter the workforce
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Assisted by the widespread use of smartphones, 24 percent of 13- to 17-year-olds are online “almost constantly,” according to a new report from the Pew Research Center. In addition, according to the
Teens, Social Media & Technology Overview 2015, 93 percent of people in this age group use the Internet daily, enabled largely by the convenience of smartphones.
About 56 percent of these teenagers visit the Internet several times a day; 12 percent go online once a day. “Just 6 percent of teens report going online weekly, and 2 percent go online less often,” the report states.
A great deal of their activity includes the use of social media sites and texting apps; 91 percent of teen cellphone owners use text messaging—either directly through their mobile phones or through an app. Thirty-three percent of teenagers use messaging apps like
Kik, WhatsApp or Facebook’s Messenger.
This constant connectivity should give human resource professionals pause, experts say, as HR will need to adapt to young workers’ communication habits as these teens enter the workforce.
“Employers will have to provide a ‘laser-focused’ explanation of workers’ roles through more structured job descriptions and strict definitions of their responsibilities in order to properly engage members of Generation Z,” according to
Workplace Visions, a publication of the Society for Human Resource Management (SHRM) released in 2014.
The Pew study was conducted online by the GfK Group and reflects responses from more than 1,000 13- to 17-year-olds and their parents or guardians from Sept. 25 to Oct. 9, 2014, and Feb. 10 to March 16, 2015. The margin of error was plus or minus 3.7 percentage points.
Among the findings:
In addition to texting, a great deal of teens’ online activity occurs on social networking sites. The Pew report states that Facebook remains the most used social media site among American teens between the ages of 13 and 17, with 71 percent of all teens using the site. Half of teens use Instagram, and 4 in 10 use Snapchat.
According to Pew, 71 percent of teens use more than one social media site. Among the 22 percent of teenagers who visit only one site, 66 percent use Facebook; 13 percent use Google Plus, 13 percent use Instagram and 3 percent use Snapchat.
Smartphones at Work
“The first hurdle employers and HR leaders need to get over is the phone,” said Stan Thorne, communications technology advisor for
Joshua Communications, a 20-year-old advertising agency for brokers and HR leaders to better explain their benefits to their employees.
“Old school still sees it as a phone. New school … sees it as a way to stay in touch with friends and do some work.”
SHRM Online that “HR leaders need to understand that it is perfectly acceptable for [younger employees] to communicate via messaging—text, Snapchat, Facebook's Messenger, WhatsApp—or send some work e-mails on their phone. In fact, HR leaders should embrace using the Millennial's phone.”
In addition to communicating in the way these teens prefer, employers can enjoy cost savings from embracing the “bring your own device” (BYOD) to work trend, Thorne said.
“Companies can save $300 to $1,000 an employee per year by utilizing the communication platform (phone, tablet, and laptop) that the employee already has,” he stated in an e-mail interview, citing the
Cisco IBSG Horizons Study.
“We have found great traction in mobile messaging. It is electronic communication that cuts past the clutter of e-mail. HR leaders use it as a monthly reminder for wellness, training and company updates.
“All of the benefits portals we put in place are mobile-compatible. Banks, hospitals, construction companies and railroads have all realized not all employees are at desks,” Thorne said. “And, the best way to reach them is to utilize probably one of the most powerful computers they can access—the employee's phone.”
Time Management Training Key
“It’s going to be difficult to shut this new generation out of social media” while they are working, David Blacker added in a telephone interview with
SHRM Online. “It’s their primary means of communication.” Blacker is managing principal of Venerate Media Group and an expert on digital communications. He and other experts said HR will need to adapt, not the other way around.
Younger workers will need training in time management. Employers will need to convey, for example, that “If you have a deadline, everything else gets shut off—everything is a distraction and nothing else matters,” he said. Future workers will need “to learn to focus” by disconnecting from e-mail, the Internet and the telephone and by eliminating other distractions.
“That’s the key essential for time management—be good at just one thing,” Blacker said. “That’s the secret to time management. You can juggle and chew gum and ride a bike, but you’re only going to do one well.”
Aliah D. Wright is an online editor/manager for SHRM and author of
A Necessary Evil: Managing Employee Activity on Facebook, Twitter, LinkedIn … and the Hundreds of Other Social Media Sites (SHRM, 2013). Follow her on Twitter @1SHRMScribe
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies