Meet Generation Z Part II…How to Attract & Retain Them
May 18, 2016
In Part I of “Meet Generation Z”, we mentioned that they are the next generation to enter the workforce and according to Wikipedia, some sources start this generation at the mid or late 1990s or from the mid-2000s to the present day. Right now, they comprise about 7% of the workforce, but by 2019 it is estimated that 30 million will be employed.
As more information about Gen Z emerges, it’s most interesting how they differ from other generations when it comes to being happy at work . What will it take for your organization to attract and retain them?
- Create a young professionals employee group. Starting an employee group for Gen Z will engage and empower these individuals to become future leaders by providing personal and professional development opportunities. Within this group, encourage networking and civic involvement.
- Provide the latest and best technology. Gen Z is accustomed to having the latest and greatest technology. They’ve been raised on smartphones, laptops, desktops, iPods, etc. and using multiple screens are the norm. Therefore, to get their attention and keep them happy, continuously invest in new technologies and provide Gen Z with the tech tools that will engage them and make them more successful.
- Provide a career path that is tailored to them. As we know, the HIT Industry is exploding which is creating all kinds of employment opportunities. In order to attract and retain Gen Z, offer them a broad range of areas within your organization where they can specialize and succeed. Think about tailoring positions that leverage Gen Z’s quick adoption of technology and their desire to move up quickly.
- Expand flexible work hours and remote connectivity. As the tools and technology evolve, make it part of your culture to allow remote participation in meetings. Think about embracing Web-based video conferencing and on-line meetings, if you haven’t already.
- Offer coaching and mentoring. Gen Z expects your organization to offer formal coaching and mentoring programs. They will especially need training in interpersonal skills and communication. They are so accustomed to communicating through the use of technology, that most could use pointers on how to have an effective face-to-face dialogue.
- Refresh your rewards and/or recognition programs. Gen Z professionals need more rewards and recognition programs than any other generation. They look for accolades on even minor accomplishments. You will need to reward often and keep changing the rewards program to keep up with their expectations.
Generation Z is quickly approaching and they’re ready to live and compete in the digital world like no other. This technologically savvy and extremely innovative generation feels that they can achieve anything and they will expect your organization to support them and provide growth opportunities or risk losing them.
What are your thoughts about Gen Z in the workplace?