Across the U.S. one of the greatest challenges facing school districts is how to hire staff. I am not just talking teachers, but classified workers too, such as bus drivers, food service workers, administrative assistants…etc. The private sector is racing to increase wages (which they can pass on to the customer) which exacerbates the situation as school districts simply don’t have the resources to respond.
To address the current situation districts are implementing several creative programs, which is necessary to keep classrooms functioning and systems operating. Many innovative approaches are being pursued, which is both commendable and encouraging.
The question is, has your district thought through the next phase of the staffing challenge, the one we are currently entering and will impact us in fundamental ways within the next five years? Today, let’s briefly explore what is coming and discuss a few thoughts regarding how districts might respond.
What is coming is Generation Z and they are bringing to the workplace new norms and demands which MUST be addressed if districts want to attract and retain employees in the future. The oldest members of Generation Z are 24 this year, having been born in 1997. We are beginning to see them serve as classroom teachers and likely in other positions too. Five years from now, when they are 29, the Baby Boomers will be gone and Generation X (born between 1965-1980) will be entering retirement; thus Generation Z, along with their older counterparts, the Millennials, will be dictating workplace culture.
To prepare for Generation Z let’s focus on three of their characteristics (of course there are many, many more), which districts must thoughtfully discuss and address over the next five years.
The first is that they EXPECT to operate in a digital workplace. In other words, EVERY system from HR, to teaching resources, to collaborating with others must be digitally based and available 24 x 7. Most districts have started down this path, but many are only partially converted. Savvy school districts will get ahead of this curve, which in turn will enable them to both attract and retain more Gen Zers as time progresses.
A second area to consider, which is completely foreign to most school districts and frankly is a conundrum to me, relates to Generation Z’s work pattern preferences. The COVID pandemic has brought about greater interest in workplace flexibility (i.e., working from home, flexible hours, seeing work as driven by tasks and outcomes rather than the clock…etc.), but school districts operate with students in physical classrooms (which parents expect) and therefore the job is inherently time and location bound. Unfortunately, this runs counter to where the workplace is going… Again, it is a conundrum and there are no blueprints, but forward-thinking school districts will begin analyzing such challenges and tracking emerging workplace pattern preferences to develop measures which prepare them for the future.
Finally, Generation Z, which is noted as the best educated generation to date, wants to make an impact from day 1 and will leave any organization which does not afford this opportunity. The cohort is highly mobile and unlike previous generations does not exhibit organizational loyalty, but rather is looking for places where they can contribute, grow. and be seen as equals. If your district does not offer these opportunities they will leave – it is as simple as that.
Lots to think about and consider as we reflect on the unique nature of Generation Z and the future workplace, to that end, I offer a couple of takeaways: 1) Remember that your district must not only focus on the current staffing crisis, but simultaneously think about where it needs to be in five years. 2) I have seen no blueprint which outlines how to prepare your district for the future workforce, but believe it begins with understanding the characteristics of Generation Z and how you can change your district systems and culture to meet their workplace desires. 3) If your district is not COMPLETELY digital it will be left behind. Generation Z will look at your website to determine if they want to apply for a position (it had better have video content!) and if they decide to move forward it is very possible it will be on a digital device.
Clearly transitioning to a “Generation Z Friendly” district will take thought, planning and resources. Districts must begin now if they want to be successful. The longer your district waits the further behind it will be…
If you have thoughts on workplace challenges and how they might be addressed, especially as relates to Generation Z, please enter them in the comments below. Remember we all learn when we share and interact with each other.