In yesterday’s Advisor, we looked at some tips for recruiting and retaining the newest generation to enter the workforce: Generation Z. Today, let’s continue with more tips for employers.
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- Flexibility continues to be a factor in job choice. This issue is not necessarily new to Gen Z, but flexibility at work is continuing to take high priority in employee lives. Occasional or even full-time telecommuting is starting to be seen as a normal benefit. (That said, it’s important to note that this item may not be as high of a priority for Gen Z as it was for Millennials; it remains to be seen how critical this factor is as more of this new generation enters the workforce.)
- Feedback is important. Like the Millennials before them, Gen Z thrive on getting frequent feedback—and the lack thereof could be of higher concern for them than for older generations. Frequent feedback is tied to feeling valued and appreciated in the job, which will be important to reduce the chance of high turnover. A mentoring program might be a good way to provide an additional source of feedback and communication for this cohort.
- Individualism and entrepreneurial spirit thrive too. As a counterbalance to the last point, this generation also has a strong entrepreneurial drive. For employers, this means they will have a need for their ideas to be heard and to feel as though they are able to make an impact and have a lot of autonomy and independence as quickly as possible.
- Multiple forms of interaction—or the option for lack thereof—will be beneficial. Growing up using online forms of communication even more than face-to-face communication, this generation will likely benefit from having options when it comes to how their work and interactions are structured. Some employers are assuming this means the organization should consider offering multiple options for teamwork, communication, and working environment to allow individuals to perform at their best. For example, this might mean that there are both online and offline collaboration opportunities. Or, it could mean there are social as well as individual workspace options. Flexibility will be necessary.
Obviously, like any large group, these generalizations will not apply to every individual. But they’re a good indication of the general trends we’re seeing in the talent market as the new generation begins to influence the workplace. Employers should also consider how their current employees will be impacted by this new group. Millennials may be poised to take on more responsibility and start to manage new employees, and this may take some support from the organization for a smooth transition.