Every generation develops its own set of values, priorities, and needs based on lived and witnessed experience. Now, employers are finding themselves in the position of needing to attract and retain Gen Z employees. This will require understanding what members of this generation want in an employer and how to keep them in the current climate.
One thing is clear. Gen Z is a unique generation and shouldn’t be lumped in with the millennials that precede them. Instead, they should be viewed as a unique group with their own values and expectations.
Are you ready to build a company culture and offer opportunities to encourage Gen Z workers to stick with your organization? Start by focusing on the following seven qualities that Gen Z employees tend to seek in their employers.
Peer Mentoring and Coaching
In many cases, members of Gen-Z learn best through peer engagement. These peer-to-peer interactions often result in greater insights and create exchanges that make it easier for the employee in training or onboardingto communicate and ask questions freely. In contrast, micromanagement or other authoritarian approaches can be counterproductive. Create peer mentoring programs to allow workers to learn from one another, and gain the peer feedback they value so much.
Meaningful Diversity
This isn’t a generation that will believe an organization is diverse simply because it claims to be. Likewise, they won’t view an organization as diverse if all company levels don’t have sufficient representation. Basically, Gen Z wants to know that your board of directors and C-suite is as diverse as the other organizational levels.
Unfortunately, this is an area in which it is possible to develop some tunnel vision. Many companies assume they have created a diverse organization and welcoming company culture. However, the reality is often that this isn’t how they are perceived. Take an objective look by gathering data to measure exactly how successful your efforts are.
Varied Development Opportunities
Employers find that members of this generation are a bit more motivated to move up in their roles and take on new responsibilities. However, it can help them to have a clear road map for doing so. Communicate with employees about their goals, skills they would like to develop, and how they can make progress in their roles.
Reach out to them as opportunities arise for them to gain confidence and new competencies. You can make a significant impact by encouraging employees to communicate with others about the opportunities that have helped them grow.
Social Responsibility Action
Your Gen Z employees view your statements on social responsibility with the same skepticism of your words on diversity. They want to see these things in action. Even better, they want opportunities to take part. Yes, this means participating in company initiatives in the community, but it isn’t limited to that. This generation of employees wants their own ideas and insights on social responsibility to be heard and greatly appreciate leading these efforts, not just playing a minor role.
Reach out to employees to learn what social issues they prioritize. Give teams an opportunity and time to conceive and execute charitable projects and efforts. Offer team members at every level the chance to take part in social responsibility action committees. Doing this allows them to see firsthand how your company indeed acts on its stated commitments.
Role Exploration
When employees can explore different roles and learn about other areas of the organization, their work is more exciting and engaging. This is why companies that offer cross-training and shadowing tend to be viewed as having a better work culture overall. Additionally, when workers feel they can make a valuable contribution in many roles, they are more confident that their jobs are stable.
Where possible, consider allowing entry-level employees to try out several roles within their teams. For example, a new marketing team member could get the opportunity to work with social media marketing, data analytics, even content creation.
Flexibility
Flex work is the name of the game these days, but that’s only if it makes sense. Not every work function can be completed remotely. Some workers are simply going to have to accept a traditional, in-office schedule. However, it’s become more than clear that many jobs can be done successfully while working remotely and on a flexible schedule. The truth is that companies that refuse to offer flexibility will struggle to hire and retain Gen Z and Millennial employees alike.
Connection and Teamwork
A desire to work remotely shouldn’t be confused with a wish to work entirely alone. This labor force craves connection, feedback, and community. Fortunately, members of Gen Z have grown up communicating with one another digitally. That gives them the advantage of using a range of communication and productivity tools like Slack to work with one another.
Focus on the priorities of this generation to keep them engaged. These are workers who value security and stability and the opportunity to advance in the organization. They are willing to work hard and show loyalty in return. In some ways, these characteristics are more similar to workers from two or three generations ago. At the same time, they also seek out enjoyable work environments and are very willing to move from job to job until they find a company culture that fits them. That is where it is easy to draw parallels between millennials and members of Gen Z.
