How to attract and retain Gen Z in the workplace.
Generations matter, not because the generations themselves are so wildly different, but rather because the world is changing. With new technology, globalisation, the rise of conflict and ‘populism’, terror, climate change, and concerns around health and future wellbeing, the world of work is shifting.
Gen Z is the first generation that don’t remember the world before smartphones. Born since 1997, they currently make up approximately 12% of the UK workforce with more entering the workplace each year. It’s crucial for organisations to understand this next game-changing generation, and help them forge a positive future as they take the lead in the next wave of the digital revolution.
Talent acquisition and retention for Gen Z workers requires insight into their unique characteristics and preferences, influenced by the changing world. Their needs are likely to be focused on:
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The nature of their work,
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Belief in purpose,
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Making a difference,
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Work-life balance,
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Feedback,
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Career opportunities,
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Training.
Below are some suggested strategies to help address the Gen Z challenges for employers.
Leverage Technology
Gen Z is the first generation to grow up with technology as an integral part of their lives. Utilise social media platforms, mobile recruiting apps, and virtual recruitment events to connect with them.
Career Development Opportunities
Gen Z values personal and professional growth. Provide mentorship programs, offer training opportunities, and set out clear paths for advancement to keep them engaged.
Emphasise Company Culture
Gen Z seeks a sense of purpose, and values diversity and inclusion. Showcase your organisation's values, social responsibility initiatives, and commitment to a positive work environment (working to live, not just living to work). Allow for experimentation and failure, and encourage ambition and world-changing ideas.
Provide Flexibility
Gen Z values work-life balance and seeks flexibility in their work arrangements. Consider offering remote work options, flexible hours, or alternative work schedules to accommodate their preferences. Develop an awareness of neurodiversity in the workplace; accept that some absence is a part of working life and the need for recovery is crucial.
Competitive Benefits
In addition to a competitive salary, consider offering benefits such as student loan assistance, wellness programs, and mental health resources. Different dietary requirements are becoming common-place and should be incorporated into workplace catering. Embracing diversity should be discussed as a topic and integrated into workplace culture.
Conclusion
By understanding and appealing to the preferences and priorities of this generation, organisations can effectively attract and retain top talent. Whilst older generations may not consider all of what they are asking for as necessarily essential, we need to engage with each other and have better conversations to challenge our thinking up and down the generations.
As leaders, having a clear vision and growth strategy is always important. In recruitment and retention, looking for the intrinsically motivated and understanding the value neuro-diversity can bring will help organisations deliver and succeed in the future.
Breakthrough Leadership Programme
This topic is one of the key subjects addressed in our Breakthrough Leadership Programme. To find out more download the brochure here Breakthrough Leadership Programme (cranfield.ac.uk):
