They want work-life balance, flexibility and a sense of ownership. They never experienced a time without screens and smart devices—nor could they imagine living in the analog days. Personal fulfillment in the workplace is huge. So is self-care and a sense of contributing to something greater.
Meet Gen-Z, also called Zoomers. They were born between 1997 and 2012, are ages 11 to 26 and their income is predicted to outpace the economy’s most dominant generation, Millennials (ages 27 to 42). And guess what? They aren’t interested in doing things “the old way.”
The good news is that you can grow a successful team and attract other young, motivated crew members to your landscape company by understanding how and why they work. Here are some winning ways to get started.
The younger generations don’t live to work. They work to live, valuing experiences and free time. So, don’t expect your 20-something crew member to offer up weekends after grinding Monday through Friday. This is not to say their work ethic is less, it’s just that they greatly value self-care and balance.
Be honest during the job interview about your expectations. What does an average workday look like? If overtime is required, how will they be compensated? Be upfront and transparent from the start. Because Gen Zers prioritize meaningful connections and relationships, the opportunity to contribute to a team environment like landscaping is appealing—and worth the hard work. Promote this. They also appreciate your efforts to create a comfortable workplace, so explain how the equipment they will use makes their job easier.
Younger generations want to work for companies that care about people, the environment and communities. They want their contributions to make a difference, with a focus on sustainability and environmental impact. In these ways, the green industry is an ideal fit. When recruiting younger workers, explain how their contributions create beautiful, healthy outdoor spaces. Talk about your company’s sustainable practices, such as equipment that runs on alternatives to gasoline. When managing crew members, celebrate the outcomes of their hard work—the tangible, visible impact they make by caring for plants. Offer community involvement opportunities such as speaking at local clubs, helping out organizations with outdoor cleanups, or volunteering landscape jobs to give back. Zoomers will appreciate your commitment to something more significant than the bottom line.
This generation grew up filtering out noise on the screen, cultivating a short attention span by nature. Check in with them early, often and briefly. For example, kick off the day with a morning tailgate meeting to review the day’s goals and expectations for each crew. Mid-day, send a text or stop in on a jobsite for a status update. Where does the crew stand? Are jobs on schedule or behind? Does a crew need a hand or encouragement to get back on track? Again, be brief, concise and very clear with expectations. At the end of the day, review goals. Were they met? Where did crews fall short, and why? What takeaways can you deliver—lessons learned or “How could we do this differently next time?”
Zoomers want to contribute their ideas and feel heard. Every generation feels this way to some extent, and Gen Z even more so. They value being included as an essential voice, so seek their feedback during meetings and on the fly, such as at a jobsite when checking in. Ask, “What could have made your job easier today?” or, “What would be a great reward for beating efficiency goals?” Incorporate their ideas into systems and bonus structures and watch them work harder to win. Remember, Gen-Zers value authenticity. They want to be acknowledged and appreciated for who they are and what they bring. They will also appreciate your authenticity as an employer or supervisor when you demonstrate that you are listening and taking their feedback seriously.
Younger generations want to do more than clock in and check off landscape jobs on the daily schedule. They want to work in an environment where they can grow connections with others and feel part of a family, like they are genuinely cared for. Because they prioritize mental health and well-being, they look for supportive employers who treat them as more than workers. Back to checking in early and often, beyond goal setting and asking for their ideas, simply inquiring, “Is everything OK?” or, “How can we support you?” goes a long way with younger team members, who will be honest and let you know if they need help. When you demonstrate that you’re there for them, they’ll show you on the jobsite that they won’t let your company down, either.
At Grasshopper, we’re committed to growing strong businesses and supporting landscape professionals like you beyond the equipment. We’re always here for mowing tips with our library of how-to videos and robust dealer network. But we are also a ready resource for business best practices. Why not get started by signing up for our newsletter? We look forward to hearing from you.