In the evolving landscape of the modern workplace, understanding Generation Z — those born roughly between the late 1990s and early 2010s — has become crucial. As the first generation to grow up entirely within the digital age, Gen Z has a distinct set of values, expectations and work habits. For employers, tapping into these characteristics can not only enhance team dynamics but also drive growth. Here’s what industry professionals and Gen Z employees have to say about how this generation is shaping the workplace and what it means for the future of the pool industry.
Defining traits
Perhaps more than previous generations, these young employees bring confidence and honesty to their roles.
“Gen Z is often really motivated and confident,” says Mallory Bjekich-Wachowski, co-owner of workplace training company Toolbox for Excellence. “They understand what their assets are and where they could do better. They’re more honest and upfront, and they know what they want.”
This confidence often lends to a willingness to take risks and be honest about what they will — or won’t — do.
“Millennials were credited for wanting work-life balance, but Gen Zers really value it and have nailed it,” Bjekich-Wachowski says. “They’re like, ‘I won’t be a slave to my job. I’m willing to say no.’ Which is better for all of us because they don’t overpromise.”
Their ambition and confidence often combine with creativity to create fresh ideas.
Gen Z thinks outside the box and looks for innovative solutions, which is a huge asset in any industry.”
Shain Black, Dolphin Pools & Spas
“Gen Z thinks outside the box and looks for innovative solutions, which is a huge asset in any industry, especially one like pool construction where design and functionality are constantly evolving,” says Shain Black, the Gen Z CEO of Dolphin Pools & Spas in Jupiter, Florida.
One of the defining characteristics of these employees is their position as digital natives. They’re the first generation to grow up with the internet, social media and smartphones. This familiarity with technology translates into a natural aptitude for navigating digital tools and platforms, which is increasingly vital in any industry.
Black believes companies should consider hiring more Gen Z employees for their advanced tech skills.
“While I wouldn’t say Gen Z necessarily works harder than baby boomers or millennials, we may work smarter,” he says. “Leveraging new technology allows us to streamline processes and increase efficiency. Our generation is constantly pushing the boundaries of how technology can be used in the workplace.”
Black says this digital fluency is helpful when it comes to modernizing business practices or navigating trends.
“Gen Z’s understanding of cultural trends is invaluable for companies looking to connect with emerging markets and younger audiences,” he says.
Battling misconceptions
As with any generation, misconceptions abound.
Maggie Wood, co-owner of Hansen’s Pool & Spa in Kenosha, Wisconsin, says to take negative generalizations with a grain of salt.
“Every generation has a bad rep, which is usually overinflated,” she says. “Some of it is true, but that’s just humans. You can pick that type out of any generation.”
While technology is an asset for this generation, it can be seen as a detriment, but that is not generation-specific, says Jared Brown, a Gen Z employee and the spa division manager at Concord Pools & Spas in Latham, New York.
“The biggest misconception about Gen Z is that they never get off their phones,” Brown says. “Of course, there are some who don’t, but there are also many millennials always on their phones. It’s about finding the right person who fits your workplace environment.”
Another misconception is that Gen Z is lazy — or weak, soft and entitled.
Adrian Calderon, a Gen Z employee and retail team lead at Patio Pleasures in Wisconsin, believes the opposite is more often true.
“Most of us have strong work ethics and want to make meaningful impacts,” he says.
Engaging and hiring Gen Z talent
Many companies aren’t sure how to attract the right Gen Z employees. Employers can highlight values, like work-life balance and advancement opportunities, that Gen Z prioritizes to help bring in applicants.
One of the most appealing aspects of the pool industry is flexibility. This allows Gen Z employees to create schedules that better align with their personal lives, making it easier to achieve the work-life balance they highly value.
For retailers or businesses that require more structured hours, there are still ways to promote work-life balance through creative scheduling or offering other supportive benefits.
“We close at six o’clock — not traditionally typical in retail — which gives people time to get home, have dinner and have some time before bed,” Wood says. “We’re closed on Sundays, so that gives people time to be with their families, be with their friends, do whatever they need to do.”
While structured hours are necessary for some positions and companies, Wood emphasizes that there are still ways to incorporate flexibility by leveraging technology.
“We can only do so much as retailers because we have open hours and have customers to serve, but technology is a beautiful thing,” Wood says. “I’ve had people say, ‘I’m not feeling my best. I probably shouldn’t come in, but I’d like to call and text all my leads today.’ And so I give everybody a laptop. I try and be as flexible as possible.”
Bjekich-Wachowski recommends highlighting extra earning and career advancement opportunities.
“They are looking for positions that will build their resume or [lead] into their future,” she says. “Showing them the skills they’ll learn is important, even if they don’t plan [to stay] for 30 years.”
Wood says Gen Z’s collaborative nature can be nurtured by providing opportunities for hands-on experience.
“A lot of us are small businesses, so you’re helping in other departments,” she says. “You are involved in the heart of everything that happens with the business. No day is ever the same. There’s always something new to learn.”
Gen Z should consider a career in the pool industry because of its many possibilities, Black says.
“The industry is exciting and full of opportunities across various sectors — whether it’s construction, service or manufacturing,” he says. “Gen Z has so many niches to explore and make a name for themselves with the right mindset and willingness to innovate. There’s a lot of untapped potential in this field.”
Effective training and developing
Once you hire Gen Z employees, it’s important to train them, considering their values and relative newness to the workforce.
The good news: Gen Z wants to be developed.
Bjekich-Wachowski shares an example of a recent interaction with a young employee in which Bjekich-Wachowski asked her to share the training she desired — and the employee returned with a two-page list.
“As a trainer, that’s exactly what I want because I want to know where you feel inadequate so I can give you resources, tools and feedback,” she says.
Some skills they need are practical — like phone use. Gen Z often doesn’t talk on the phone as much as previous generations, so Bjekich-Wachowski recommends providing an overview and some practice sessions on phone etiquette and techniques.
Other items they need to be trained on may take longer to accomplish — like how their confidence and ambition can lead to an overinflated sense of importance, which is 100% coachable, Wood says.
“Both parties must be willing to look at that situation and [the manager] go, ‘That’s great that you want to be doing what I’m doing, but I’ve also done this for 20+ years. I would love for you to do what I’m doing someday, but you’ve got to put in some time,’ ” she says.
Bjekich-Wachowski says even if they are new, managers should work on giving everyone a voice and allowing them to share their perspectives.
“I’m a big believer in [the notion that] everybody brings great ideas to the table,” she says. “As leaders, you can get blinders on from doing the same thing every day, so make sure [others] feel comfortable enough to share their ideas.”
Encouraging fresh ideas and creating an open environment can spark innovation. This is particularly important for younger leaders, like Black, who face the test of earning respect from seasoned professionals.
“I tackle this challenge by staying ahead of the curve — ensuring I’m informed about the latest codes, regulations and innovative methods for pool construction and embracing new products and applications to keep our company at the forefront,” Black says.
As Gen Z enters the workforce, employers can leverage the strengths of this dynamic group. Understanding and adapting to the needs and values of Gen Z can enhance workplace culture and productivity. By doing so, companies can build a more motivated and engaged team, ultimately benefiting the entire organization.
