The aim of digital transformation has always been to streamline tasks, centralise data and improve service delivery. However, with Gen Z making up more and more of the workplace, the role of digitisation has expanded further – to satisfy the cultural needs of this new generation of workers and decision makers.

Examples of cultural needs include access to information on demand such as training information and online media, a low tolerance of repetitive manual tasks, access to remote work opportunities, a flat organisational structure based around process, and the ability to communicate digitally.

For this generation, the digital world is a platform of expression and creativity. It’s where they make buying decisions and use digital tools for problem-solving, decision support, knowledge sharing and social interactions.

According to Deloitte, the workforce is being reshaped by the digital economy [1]. Digital natives entering the workforce have high expectations of a business’s digital systems. Having grown up in an online, app-based world, it’s not surprising that they will expect to engage in their work environment the same way. As McKinsey suggests, organisations that understand this will be better positioned to attract top talent and remain competitive [2].

This new generation also presents a significant opportunity for businesses aiming to improve their digital systems. By guiding them carefully toward the strategic aims of the business, and tapping into their digital acumen, companies can drive digital transformation initiatives more effectively. This not only helps businesses harness Gen Z’s innovative potential, but also fosters a higher level of engagement and motivation.

Without a strategic plan for digital transformation that includes leveraging the skills of this new generation, businesses may fail to capture the full scope of opportunities in this fast-paced, digitally driven world.