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A workplace shift is upon us. Gen Z adults are entering the workforce in droves, and the industrial distribution industry must be ready for large shifts as they gain influence.
Gen Z includes anyone born between 1997 and 2012. As the first generation to grow up with the internet and other digital technologies as part of their daily lives, these “digital natives” currently make up 30% of the world's population. The census Bureau estimates Gen Z will outnumber Baby Boomers in the workplace by the end of this year.
This new generation will bring fresh perspectives to established industries in need of innovation. Distribution companies would be wise to hire more young, bright talent to help drive their businesses forward and better support evolving manufacturing operations.
Industrial Distribution Has an Image Problem
Industry veterans will tell you that the manufacturing and distribution sectors are full of career potential. With the Fourth Industrial Revolution underway, rapidly advancing technology, and the government pouring billions of dollars into domestic manufacturing and decarbonization initiatives, it’s an exciting time to be in the industrial distribution field.But most young adults entering the workforce don’t know this. One survey found that only about 16% of 16 to 24-year-olds have heard of industrial distribution as a career path. And 85% of manufacturing and distribution industry leaders say they are worried about filling jobs.
Why the disconnect? When young people think of manufacturing and industrial businesses, they may think of boring and slow work. It’s time to change this narrative and better demonstrate how new technologies and processes are propelling manufacturing and distribution companies into an exciting era of innovative thinking and digital transformation.
Why Gen Z Shouldn’t Overlook Industrial Distribution as a Career Path
Industrial distributors touch nearly every product and community in the world. They are indispensable partners to manufacturers, responsible for stocking and replenishing the products they need to keep operations running efficiently.While industrial distribution is known for a more traditional approach to work, technology is making positive industry-wide change possible. This surge in digitization combined with a workforce that is aging into retirement presents an enormous opportunity for Gen Z workers to step up and create new positions.
As AI proliferation continues, industrial companies will be looking to fill more dynamic roles like data analysts, AI developers, e-commerce specialists, robotics engineers, and IoT specialists. Coding, engineering, and experience in software and digital tools are becoming essential, and Gen Z—as the first digital native generation—will bring tremendous value to distribution businesses.
What does Gen Z want in an employer?
For those looking to hire young talent, understanding what makes this cohort unique is necessary for successful recruitment and retention. Below are some examples of what Gen Z is looking for in an employer (spoiler alert: neither compensation nor perks like ping pong tables or happy hours make the list).- Companies that value technological advancement. Gen Z wants to work for a company that maximizes the power of available technology. In the industrial sector, they will be most attracted to companies that are investing in digitization and trusting their young, digital-savvy employees to lead that charge—creating new leadership roles for them as they advance in their careers.
- Physical and psychological safety. This workplace requirement is unique when compared to other cohorts. Gen Z wants to know they can communicate their needs, make mistakes, feel respected, and bring their whole authentic selves to work. Not to be confused with a cushy perk, physical and psychological safety are vital for maintaining strong company culture and mitigating burnout.
- Flexibility. Gen Z doesn’t live to work. They work to live, forming strong identities outside of work. Flexibility, stability, and respect for individuality will go a long way when attracting Gen Z talent.
- Meaningful work. Simply put, Gen Z wants to work for purpose-driven employers who seek to make the world a better place.
How can industrial distributors bring more Gen Z talent into the industry?
What changes can your organization make to attract and retain more Gen Z talent? Businesses that are committed to building up the next generation are taking the following steps.- Count on Millennial employees to bridge the gap. Millennials are best suited to be mentors and hiring managers to Gen Z employees. They understand Gen Z’s desires for fulfillment and work-life balance and can help translate the value of a day’s work to them.
- Consider reworking your training programs. To show you are paying attention and invested in Gen Z, think about how you can adapt training to how they prefer to learn. They are visual learners that like to get hands-on, shadow more senior employees, and absorb information in bite-sized video clips (show, don’t tell).
- Be able to clearly communicate your company's purpose. How do the products you distribute make life easier for people? What problems in the world are you solving? How does what you’re doing keep the economy going? What are your sustainability initiatives? Make sure your team is well prepared to answer these types of questions.
- Look at your employees as investments. Make sure you’re thinking long term about potential career paths of new employees and their value over time.
As industrial distribution businesses continue to adopt new technologies and level up their logistics and supply chain strategies, the need for sharp, tech-savvy talent will continue to grow. A career in industrial distribution can be extremely rewarding, and Gen Z job seekers in all fields have the potential to make a big impact in the coming years.