When speaking of change, we often discuss technological advancements and innovation in the world of work. But what about the changes happening right in your workforce?
Traditional methods of engaging employees are no longer enough to meet the needs of the younger generations. What can you do to ensure your business keeps up with the changing employee landscape? The key is to adjust your engagement strategies to the preferences and values of your younger workers.
Understanding the Younger Workforce
John Hopkins University forecasts that 30 percent of the working world in 2030 will be professionals from Generation Z, far more than the 6.1 percent recorded in 2023.¹ Obviously, the percentage of Gen Z employees will only get higher as the years pass. To continue effectively attracting, acquiring, and retaining employees, employers today need to change their processes.
Gen Z is made up of digital natives born between 1997 to 2012. Today, this young workforce includes both professionals in their mid-20s as well as candidates who are fresh out of college. Their unique experiences have resulted in values and priorities that are different from other generations.
If you’re a leader looking for ways to connect with these professionals, you must first understand who they are beyond the year they were born. By learning their characteristics, values, and motivations, you can have an easier time engaging your younger workforce.
What are their unique characteristics?
To get to know your young workers, you need to be aware of their unique characteristics. The following are some of the qualities that differentiate them from your more seasoned professionals:
1. Tech Savvy
Gen Z grew up with the internet. They were the target audience for new social media platforms and websites. They’re also knowledgeable about using smartphones, computers, and other technological devices.
Since they’re highly proficient in digital tools, expect that they understand the benefits of using them in their chosen industry. This means they expect companies like yours to be updated with the best tools and equipment. They’re already expecting seamless integration of digital solutions in your daily operations.
2. Collaborative
Although Gen Z consists of independent professionals, it still values collaboration and communication. These young people prefer to work in an environment where they can share their ideas and opinions. Compared to previous generations, they are less tolerant of authoritarian environments.
Other than sharing innovative thoughts, this generation also values feedback. They are always on the lookout for ways to improve their capabilities. This is why they greatly appreciate comments and suggestions they receive from their mentors and peers.
3. Entrepreneurial
Based on a study conducted in 2020, 62 percent of Gen Z respondents showed interest in starting their own business in the future.² This is the result of their entrepreneurial mindset.
As an employer, this is vital to take note of. This characteristic gives your people the capacity to develop skills that can help them excel in their positions. This includes identifying new opportunities that others miss or creating innovative solutions to operational challenges.
4. Socially Conscious
Compared to Millennials and Baby Boomers, Gen Zs are more socially conscious. They have a stronger desire to make a positive impact on the world compared to other generations. Although what motivates them varies, they all want their contributions to matter in the bigger picture.
Because of this, they tend to choose organizations that have clear values related to different social issues. They prefer to work for a business that speaks out on societal matters rather than one that focuses mainly on monetary success.
5. Adaptable to Change
Having grown up in a constantly evolving world, these employees are typically more adaptable to changes. They are accustomed to sudden advancements and shifting norms. This makes them resilient employees even in the face of workplace transformations.
Since they are both knowledgeable in the basics of technology and adaptable to shifts, Generation Z can be deemed valuable assets to any company. Regardless of the industry or position, those in Gen Z are often open to learning new skills and taking on different responsibilities.
5 Effective Approaches to Connect and Engage
Even after understanding who your younger workers are, employee engagement can still be a challenge. How do you cultivate positive working relationships with younger employees? The key is to improve your engagement methods.
Some examples of practical approaches you can use to connect and engage with your young employees are as follows:
1. Prioritize Employee Well-Being
Gen Z strongly believes in the concept of work-life balance. They view their health as the most critical factor affecting their work performance. They tend to avoid sacrificing their time and well-being to accomplish additional tasks or responsibilities.
Considering this preference, it’s ideal to promote employee well-being through different programs. For example, you can offer health benefits to your employees. This can give them access to check-ups and necessary medical care to maintain their health.
Other programs and benefits to consider could be additional paid time off, referral programs, fitness classes, or counseling and mental well-being benefits.
2. Utilize Communication Channels
When people think of younger employees, they usually visualize individuals who are always in front of their screens. They think of young adults constantly typing on their mobile or physical keyboard.
Contrary to this popular belief, research found that 51 percent of Gen Zs still prefer to communicate face-to-face.¹ This almost even split suggests the need for employers to utilize different communication channels.
If you must use digital means, you can utilize a trustworthy messaging application where your employees can communicate through chat and use platforms that mimic a face-to-face conversation by allowing secure video calls. In this way, your employees can engage with others regardless of their communication preferences.
3. Create a Purpose-Driven Culture
Again, Gen Z is known for caring about their surroundings. From environmental to societal issues, they are motivated to finish tasks that serve a greater purpose.
For this strategy, it’s crucial to spend time aligning your company’s mission to different societal values. One example is committing to sustainable practices instead of cheap methods that can harm the environment.
Ensure that your younger generation’s roles contribute to a purpose they support. Acknowledge their efforts and reward notable achievements. Strive to make them understand the value of their hard work for your business and the greater economy.
4. Provide Development Opportunities
Since Gen Z is entrepreneurial, you can expect these employees to be constantly on the lookout for professional development. Provide them opportunities to learn new skills and knowledge that would be useful in their field.
Aside from advocating for continuous learning, you can help your people develop through different methods. For example, 59 percent of employees mention that they appreciate frequent feedback from their leaders.³ With this in mind, you can create mentorship programs that can further improve the knowledge of your young professionals. Establish a regular feedback system so that this strategy won’t be a hassle for anyone on your staff.
5. Advocate for Diversity, Equity, and Inclusion
As reported by Johns Hopkins University, 62 percent of college students said they would like to apply to companies committed to equal pay.³ This suggests the necessity of DEI initiatives to attract and engage employees.
More than salary, DEI should be ingrained in all of your processes. To do this, ensure that you have clear workplace policies. Promote diversity and inclusion using a top-to-bottom approach. Make sure your DEI commitments are reflected in all your hiring and operational decisions.
Read More: How Recruiting Firms Empower Business Leaders to Achieve Goals
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References:
- “Gen Z In The Workplace: How Should Companies Adapt?” Johns Hopkins University, 18 Apr. 2023, imagine.jhu.edu/blog/2023/04/18/gen-z-in-the-workplace-how-should-companies-adapt/.
- “Generation Influence: Gen Z Study Reveals a New Digital Paradigm.” WP Engine, 7 Jul. 2020, www.businesswire.com/news/home/20200706005543/en/Generation-Influence-Gen-Z-Study-Reveals-a-New-Digital-Paradigm.
- Linder, Jannik. “Gen Z Workforce Statistics: Preferences, Priorities, and Productivity Insights.” Gitnux, 17 Jul. 2024, gitnux.org/gen-z-workforce-statistics/.
