What do Leaders Need To Know To Retain Gen Z At Work?
Employers need help managing Generation Z in the workplace. Furthermore, many experts feel that Generation Z is the most challenging working generation yet. They are career-driven and have high expectations of their employers. On the other hand, employers have yet to discover the best ways to entice and keep them.
With generation Z accounting for 27% of the working population by 2025, organizations must find ways to enhance their work experiences and make them want to stay loyal to their organizations.
This macro-cultural shift has had a significant effect. It has been attributed in both small and massive ways, such as decent benefits, the Great Resignation, and the upsurge of remote work.
Yet, more than any other population, Generation Z has taken the lead in this redefinition of work. They hold a different view, generating creativity and digital acumen in the office while maintaining a laid-back attitude toward work.
Here, we will explore some of Generation Z’s critical characteristics at work and how they impact workplace culture.
Identify what describes a generation
Each workforce generation brings a distinct outlook to the workplace. This viewpoint has challenged some organizations for Gen Z members who were born between 1996 and 2010 and are the most recent generation to join the workforce.
Gen Z is a digitally native generation that wants to comprehend how their beliefs and visions align with their jobs and teams. They seek roles and organizations to boost their sense of identity and make them feel valued.
Generation Z Workplace Attributes
Generation Z will soon account for one-third of the workforce. As a result, businesses must understand them to assist them at work and enhance their happiness and productivity.
So, let’s look at the most common characteristics this generation shares.
- They switch jobs frequently.
Gen Z differs from other generations who may not favor frequent employment changes. There are numerous employment alternatives available to everyone in today’s employment market, which is highly flexible.
As a result, predictions state that the Gen Z generation will engage in 18 jobs throughout six careers. Another study discovered that between the ages of 18 and 34, Gen Z could switch occupations up to ten times.
Employers will have a more challenging time retaining staff as a result. Therefore, they must make Gen Z’s employment as gratifying and engaging as possible.
- They have diverse workplace preferences.
Gen Z prefers to work in diverse organizations and teams, which is vital to keep in mind while examining their workplace preferences. Statistics about Generation Z in the workforce show that 88% of this generation values the workplace’s diversity.
- Tech is crucial to them.
Companies are becoming increasingly digital as Gen Z employees become more prevalent. In addition, the advent of remote work has changed how we communicate and perform our professions.
According to a study, a staggering 91% of Gen Z feel that technology would decide their employment decision.
- Regular learning is essential.
Many Gen Z workers are driven by their careers, have high aspirations, and enjoy learning new things. They desire the ability to pick up new skills and information at work.
According to the data above, 75% of Gen Z expect to learn on the job from colleagues or other people.
How to retain Gen Z employees?
Gen Z is a creative and intelligent generation with much to offer your brand. However, their lofty ambitions mean that keeping them around will take much work.
Here’s how to keep them interested:
- Embrace technology
Generation Z grew up in a technologically advanced world.
Modern tools are as natural to them as breathing, making them indispensable components of their work environment. As a result, they will naturally gravitate toward tech-driven work cultures.
- Offer flexibility
Younger workers, especially in the wake of the rise of remote work, crave flexibility. Similarly, Gen Z desires a work environment that trusts them to complete tasks on time and in any way they see fit.
This does not imply only allowing work-from-home (WFH) but also avoiding micromanagement entirely. There’s no need to babysit your employees as long as they produce well.
Other strategies to encourage flexibility include
- Hybrid-working: Employees who engage in hybrid work may spend some days at the office and others working from home, depending on the situation. This enables employees to take advantage of some of WFH’s flexibility even if their firm isn’t ready for the shift.
- Flextime: Employees can work odd hours as long as they fulfill their commitments, thanks to this. Flextime provides Gen Z with the independence they longed for while upholding their expectations of working hours.
- Foster curiosity and enetrprenureship
Gen Z dislikes depending just on one source of income. The Great Recession exposed them firsthand to the dangers of job security and stoked a strong desire for financial independence, which they primarily attained through entrepreneurship.
Insisting that they concentrate only on your work will make them resentful and motivate them to look for a more accepting employer.
Encourage self-employment wher
ever you can.
Make it clear that your company supports side businesses and independent contractors as long as they don’t conflict with their primary duties. Even provide management coaching if time allows.
- Define clear company objective
For Gen Z workers, the purpose is more important than money. Their drive is primarily derived from realizing the worth of their effort.
The organization should continually reinforce its purpose in light of this. Establish a vision for the business that outlines the value it brings to the world, and be sure to emphasize it everywhere.
Employees should be constantly reminded of the things they are developing together, from hiring to team-building activities and everything in between. The motivation for Gen Z to get out of bed in the morning is the purpose, which is never cliché.
- Promote work-life balance
Due to the effects of remote work, 53% of Gen Z employees claimed that their days do not have a definite beginning or end time. Another 42% claimed that these adjustments caused them to reflect on their jobs more outside of regular business hours.
Although remote work has increased flexibility, it has also blurred the distinction between working and non-working hours —something that Gen-Z is particularly conscious of.
Employers that (intentionally or unintentionally) pressure employees to work after hours are being avoided in favor of those who place more emphasis on work-life balance.
Retaining Gen Z takes effort, but it’s all worth it!
A global recession and the quickening of digitization characterized Gen Z’s upbringing. They grew up during a time of significant change, giving them a distinct perspective on life and work.
Gen Z is a digital native. Organizations must therefore adapt workplace technologies to reflect the knowledge and skills of Gen z employees.
Additionally, studies show that 80% of Gen Z think technology and automation would lead to a more egalitarian workplace.
A company’s many tedious and non-billable processes can run thanks to automation smoothly.
The deployment of these technologies will guarantee increased productivity and staff engagement. Employers will successfully retain Gen Z workers if they adapt to these new technologies.
Gen Z is continuously seeking new experiences and gaining new abilities, as we’ve already covered. Staff scheduling software can aid in upholding the schedule. Managers can ensure employees are given plenty of opportunities to develop various talents and are not assigned to one project for a lengthy period of time. They may be given a certain number of training sessions to attend each year as part of their IDP. Staff scheduling software will schedule them according to their availability, allowing them to maintain a healthy work-life balance.
Conclusion
The workforce will benefit from the unique strength and humanity that Generation Z will bring. Make sure prospects can perceive a diverse and inclusive workplace while offering organized help.
eRS staff scheduling software, specifically designed to give managers real-time information on various employee engagement drivers, is simple to gather, comprehend, and respond to employee opinions across multigenerational workforces.
To know more about the benefits of eRS resource management software for the work engagement and retention of the Gen Z workforce, login for our 14-day free trial.
0