There are 9 million Gen Z-ers in the U.S. workforce — and they will eventually eclipse the number of Baby Boomers and Millennials in the workforce. In fact, by 2030 Gen Z-ers will make up 30% of the workforce.
Coined “Gen Z” because they come after Gen X and Gen Y (aka Millennials), Gen Z-ers are people born between the mid-1990s to the present.
They grew up on technology, are the most diverse generation yet, and are motivated by career advancement and salary.
In order to retain talent, companies need to evaluate how they motivate and engage with this generation at work. Here are a few tips.
This generation was raised on technology. It was about the time smartphones gained traction that Generation Z was entering youth, giving them the most exposure to digital communication, such as social media.
Additionally, they’re no stranger to online work platforms, SaaS technology, and automation. Motivating and engaging this generation means embracing modern technology in job duties to streamline workflows.
Also, use social media as part of your recruitment strategy. Advertise job openings on social media, and show off company culture. Tell your company’s story there and show off the core values that drive your organization.
Millennials paved the way for flexible work atmospheres, having made working remotely, freelancing, and other flexible work options the norm.
In fact, most freelancers are Millennials, and more are joining the flex-life every day. Generation Z will likely follow suit.
For those the do enter the full-time workforce, they’ll be looking for those same remote options, flexible work hours, and unlimited PTO — a benefits package already being widely embraced by contemporary companies.
This is mostly due to the fact that job satisfaction for this generation comes directly from their values of purpose and self-fulfillment.
It was Millennials who ditched the traditional way of thinking that you had to “tough it out” at jobs you didn’t align with to maintain stability and consistency. Nowadays, Millennials and Gen Z-ers are fine not holding down jobs that offer no fulfillment if it means they can maintain a work-life balance and have a sense of purpose.
Believe it or not, in 2019, inclusion and diversity is still an issue, one that will greatly deter top talent from Generation Z if an organization still struggles with it. Gen Z is the most diverse generation yet.
Building a team of talented Gen Z-ers will mean having an inclusive organizational structure.
Incorporate more positive reinforcement
Generation Z, having grown up with social media, will love public displays of positive reinforcement. Particularly by way of social media posts honoring their work, an employee of the month type programs, or being featured in company newsletters.
Also, engage in regular feedback loops. Having a clear growth plan and laying out expectations will help these ambitious workers achieve their career goals and help with employee retention.
Motivating and empowering Generation Z will mean deconstructing the traditional workplace, creating an inclusive culture, and finding talent with a natural alignment to your company’s mission statement and values.