Retaining Generation Z: Creating a Future-Ready Workplace
By Marta Gongos As the newest employees and generation stepping into the workforce, Generation Z brings fresh viewpoints and a digital-first approach. HR pros can keep Gen Z employees engaged by highlighting career development opportunities, tapping into their digital skills, and creating a diverse, inclusive workplace culture that aligns with their values.
Who is Gen Z?
Generation Z includes those born between 1997 and 2012, making them 12 to 27 years old. Most of this generation consists of teenagers and young adults entering or in their early years of the workforce.
What’s Unique About Generation Z?
Several factors make Gen Z unique and valuable to businesses. Each generation faces different environments and social or political events, leading to distinct professional growth and learning experiences.
This also means they’ll create a unique-to-them company culture. While there are plenty of misconceptions about Gen Z, let’s spotlight the standout qualities that truly define this vibrant generation!
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Most Diverse and Inclusive Workforce
Generation Z is the most diverse cohort yet. They display diverse values due to their ease in multicultural societies. Gen Z has grown up immersed in various cultures and is more open to learning new values.
Members of Gen Z actively consume knowledge, embracing new ideas, opinions, and perspectives. This generation is characterized by openness and acceptance, valuable traits in the workplace. Their eagerness to learn can help them develop a well-rounded presence in business.
Adaptable and Accustom to Change
Gen Z members in Canada have faced some insurmountable levels of change, developing superior capabilities to adapt and remain optimistic. They’ve had more than the usual experience in navigating complex changes around the world.
Due to rapid global change, Gen Z has developed a unique ability to adapt quickly and positively, making them skilled at fostering inclusive cultures.
Defined by Change and Impact
Similarly, because Generation Z has experienced so much drastic change in their lives, they’re motivated to drive change. For example, Gen Z is tackling climate change because they want a prosperous and healthy world for future generations.
They have a selfless drive to make a positive impact around them, which translates to a desire to be meaningful in the workplace, seeking work that offers greater purpose.
Cautious and Practical
Many Gen Z cohorts have faced financial instability in their youth or as young adults. As a result, they’re more cautious and practical in their financial and professional decisions, and it affects their career development. This generation is focused on making smart, long-term decisions for their financial stability, and job security is a top priority.
Digital Natives
Generation Z are digital natives, having grown up with technology like computers, phones, and the internet. This skill is applied in nearly all aspects of life, earning them the title of the first “constantly connected” generation. Their familiarity with technology enhances their ability to learn quickly and troubleshoot issues.
Educated
Generation Z is on track to become the most educated generation in history. They value higher education and generally follow a traditional learning path. They believe obtaining a degree will secure a stable, well-paying job.
Whether the learning method is traditional or non-traditional, education is still valuable. Gen Z members are constantly looking to improve themselves to raise their competitive edge and continue growing.
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Retaining Gen Z Employees in 8 Steps
Leaders in the workplace must understand how different generations think as they join the workforce. Just as each generation is unique, so should be the methods for hiring and retaining talent.
Leaders must recognize the shift in employees’ values, worldviews, and priorities, such as the importance of an inclusive workplace culture. This understanding will inform talent retention strategies, and so will these eight tips.
1. Offer Flexibility and Work-Life Balance
Over 80 percent of Gen Z employees think it’s important to have a flexible schedule to manage work hours. Of those employees, over 60 percent say they’d even accept a lower salary if it meant better work-life balance.
The priorities are clear here, so how can businesses act accordingly? Offer flexible working arrangements, including location, hours, and method. The focus should be on key performance indicators, not how much time is spent sitting at a desk. Give Gen Z the flexibility to choose how, where, and when they work for committed, productive talent.
2. Create a Diverse and Inclusive Workplace
As the most diverse generation yet, they value a diverse and inclusive workplace. They understand the value of different points of view and ideas, as should a business, as new ways of thinking and new approaches can help solve problems.
Ensure your business is inclusive to all, no matter race, culture, ability, or gender. Fill your team with the right talent and create an environment where people feel comfortable sharing new ideas and discussing.
3. Encourage Personal Freedom and Privacy
Generation Z values personal freedom, privacy, and self-expression. They don’t believe work should take over their lives, but they believe in hard work when they feel valued and respected.
As employers, build a workplace that prioritizes individuality and personal expression. If a person doesn’t feel comfortable or feels like they can’t be themselves at work, they’ll find somewhere else to work.
4. Plan for Long-Term Career Development Opportunities
Due to the financial instability most Gen Z members face, they’re often looking for long-term development to continue thriving in their careers. Gen Z members want to see the opportunity to take courses, travel, and flex new muscles.
As a business leader, plan for long-term development with your Gen Z employees. Discuss their expectations and what opportunities they’d like to see to improve their skills. Implement a plan that accommodates the skills and tools they want to learn to retain them and engage them in their work.
5. Use Current Technology
Digital natives want to use the powers of technology where applicable. Technology, when used correctly, can increase productivity, reduce burnout, improve efficiency, and align departments. Available and applicable technology varies drastically between industries, but should be leveraged for better results.
What better place to incorporate modern technology than with the generation that understands it the most? Implement cutting-edge tools and platforms to multiply the talent of Gen Z employees. Automate mindless, repetitive tasks and leave room for real people to work on creativity, problem-solving, and innovation.
6. Highlight Impact
Gen Z wants to work toward something greater than themselves. They want to make an impact through the business, not just for the business. Businesses should have initiatives and projects that inspire their work and make the world a better place to retain Gen Z employees.
7. Offer Competitive Compensation
Of course, it’s still crucial to offer competitive salaries and benefits. While Generation Z looks for job security and long-term development, they’re also looking for compensation and benefits that will help them navigate the changing and economically strained world. This will also increase the chances of retaining top talent, instead of losing them to another business that can offer them more.
8. Prioritize Feedback and Communication
Lastly, this generation wants to experience helpful feedback and open communication. Transparency is key to the employee experience and discussing changes, problems, and accomplishments. This also helps employees share opinions and ideas productively.
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Hire Top Gen Z Talent with Ad Culture
Retaining Gen Z employees means you must first hire them. Luckily for businesses trying to make smart decisions for long-term success, Ad Culture can help recruit the best person for the role you’re trying to fill.
We’ll connect you with amazing candidates. Hire the best talent today.
