It seems like just yesterday we were complaining about Millennials entering the workforce—with their lack of company loyalty, desire for praise, and their need for flexibility. Just when we finally figured them out, and started accepting them as co-workers, there’s already new kids on the block. That’s right, Gen Z has entered the workforce!
Gen-Zers are between 8- and 24-years old and already makeup 24% of the global workforce. As this percentage continues to grow, you need to start thinking about how to attract and retain your youngest employees. Here are some tips to help:
1. Understand their Values: Unlike Millennials, Gen-Zers really value stability and are motivated by money. Growing up in the aftermath of the 2008 recession, this generation has a clear memory of their parents losing their jobs and older siblings struggling to pay back massive student loans. As a result, Gen Z values financial security above all else, and 70% agree that health insurance is a must-have. And while perks like free food are nice, it won’t keep them around.
- What Does This Mean for You? Attract Gen-Zers by highlighting the perks of working in the Trades such as: little to no college debt, competitive salaries, health insurance, and other perks that are tailored to their needs.
2. Provide Ownership & Independence: Job titles don’t motivate most Gen-Zers—they’re not really interested in climbing the corporate ladder. That doesn’t mean they reject leadership. On the contrary, Gen-Zers want a stake in a company’s growth or success.
- What Does This Mean for You? Provide them with a project they can manage start-to-finish. Need someone to manage your social media? Create new marketing techniques? This generation has great ideas. Work on funneling their creativity to the benefit of your organization. Otherwise, your Gen-Z employees will likely jump ship.
3. Utilize Different Ways to Connect: Gen-Zers are a social bunch—both online and IRL (in real life). They want to connect. While they’re comfortable communicating digitally, it’s also important to create opportunities for face-to-face interaction.
- What Does This Mean for You? These could be scheduled social events, training sessions, or regular daily huddles. One-on-one conversations are especially important when handling serious issues. Many Gen-Zers may be more accustomed to handling conflict via text messaging, so you may have to give them an extra nudge in this direction.
4. Provide Flexibility: Millennials changed how we work forever by pushing for more flexibility in the workplace. Gen Z wants to continue to blur the lines between work and life even further.
- What Does This Mean for You? If you want
to attract Gen-Z to your company and avoid high turnover:
- Implement flexible work schedules with a good work–life balance.
- Promote remote work and incorporate opportunities.
- Encourage a culture of “unplugging” and respecting personal time.
Generation Z has high expectations for the workplace, but leaders should also expect much from them. Gen-Zers possess an ample supply of drive, creativity, and ingenuity to fuel your company’s growth and success. The challenge will be keeping them as interested in your organization as you are in them. But, with the right approach and strategy in place, you’re sure to make Gen Z an integral part of your well-rounded workforce.