The New Employee Contract: How to Find, Keep, and Elevate Gen Z Talent

Learn about Generation Z from the perspective of a manager at a company looking to recruit and retain staff. This book provides an in-depth analysis of who makes up Gen Z, what they want, and how businesses around the world can give that to them in a way that is meaningful.

In the past, companies were not prepared for the generation of new talent called Millennials. Companies were surprised to learn that Millennials were different from those in Gen X and the Boomers. With the help of author Anthony Onesto, you will not be unprepared when working with those in Gen Z.

The New Employee Contract dives into the needs and wants of this generation of talent that has been born on the iPhone and for whom gaming is second nature. Those in GenZ believe in loyalty and social goodness, use gaming mechanisms, and expect almost real-time delivery on their expectations. The patience of this generation is very short, which explains the success of platforms such as Snapchat and TikTok.

All of this research is presented in a fun, compelling way in this book. Even if you are not working in management, you will want to understand these 74 million socially active Americans who hold $44 billion in direct buying power.

What You Will Learn

• Understand what members of Gen Z want in a world of climate uncertainty, job losses, and automation

Understand why automation is a worst case scenario for those in Gen Z

​​​​​​​• Know how to give back a sense of control to those who belong to Gen Z
​​​​​​​• Know what members of Gen Z are looking for, including quality of work vs. quantity of work
​​​​​​​• Be aware of the way businesses need to develop this new contract with employees

Who This Book Is For

Chief executive officers, chief people officers/HR leaders/HR departments, and leaders/managers within companies. The book is also of use to venture capitalists, those handling private equity, and investors. A third audience includes college advisors, life coaches, and career coaches.

Anthony Onesto is the chief people officer at Suzy, Suzy is an end-to-end consumer insights platform. Suzy helps business teams make faster, consumer-centric decisions. From one-off questions to robust surveys, or qualitative video interviews, Suzy puts the voice of the consumer at your fingertips. He is a leading expert on culture, human resources, and talent. Anthony joined the Suzy team to help scale and drive its mission and vision around culture, talent, and human resources. Anthony brings a unique approach to human resources, using design-thinking principles to build a human-centered organization.

Most recently, Onesto worked as the general manager for U.S. operations of a global innovation, media, and education company called Konrad Group. Prior, Anthony spent time leading the U.S. strategy and operations for SmartUp, a SaaS learning, and development startup. He has years of experience in scaling and building culture, human resources, and talent for fast-growth technology and innovation companies, including Solidstreaming, Fresh Direct, Zeta Interactive, Big Fuel, and Razorfish.

In 2015 he founded Ella Adventures, a company that produces a comic book and cartoon series called Ella the Engineer. The purpose of the comic is to encourage young girls to pursue interests in science, technology, engineering and math (STEM), and entrepreneurship. Anthony is a certified consultant in Exponential Organizations (ExO), which is part of Singularity University. He is also a board advisor to well-funded and high-growth tech startups such as Namely, Rolepoint, Talentrackr, and Makerspace.NYC all that have collectively raised more than $100 million in venture capital. Most importantly Anthony is husband and partner to Deborah Onesto and father to three children, Nicolette, Frankie, and Ella.

Chapter 1: Who is Gen Z?

Gen Z Are Not "Millennials on Steroids"

Chapter 2: What Shaped Gen Z?

1. Additional Technological Factors: Games & Social Media

2. Raised by Gen X

3. The Great Recession & COVID Depression

4. Peril Everywhere: Gun Violence and Climate Change

 

Chapter 3: What does Generation Z want?

The Climate Emergency Will Get Worse Before It Gets Better

Job Losses Via Automation Will Get Worse Before It Gets Better

So What Does Gen Z Want In A World Of Climate Uncertainty and Job Losses Through Automation?

 

Automation's Worst Case Scenario For Gen Z

Not Ready For Those New Jobs

Is Your Job Safe?

 

Chapter 4: What the hell is a 20th Century Job Anyway?

The Con of Frederick Winslow Taylor

Trickle Down Abuse

 

Chapter 5: What Makes a 21st Century Job?

Given Gen Z Back Their Sense of Control

The Job They Started With Won't Be The Job They Finish With

 

Chapter 6: Bodies In Seats

 

"Scientific" Management

An Obsession With Metrics Breeds Cobras, and not the cool Karate kind

 

Chapter 7: The True Cost of Metric Fixation

Temp: If you're not one yet, you will be

 

Chapter 8: Trends You Should Pay Attention To

1. Don't Let Open Offices Come Back After The Pandemic

2. A Frequent Change of Jobs Within The Company

3. Rebrand "distractions"

4. Quality v Quantity

 

5. Can Meetings Actually Be Productive?

6. Work as Play

7. Funding a UBI By Paying Your Taxes

 

Chapter 9: What Gen Z Will Look For

But she doesn't even go here

I can't get no satisfaction

Quality of Work vs. Quantity of Work

Measuring Happiness At Work

Choices we should never have to make

 

Chapter 10: The Road Ahead for HR Management

Culture is what you do

Putting the purpose back into the future

 

Lead well and we will follow

Allies and Enablers of Family