Learning & Development

How to Keep Gen Z Engaged in the Workplace

There are currently 61 million individuals from Generation Z (those born between the mid-1990s to the early 2000s) inside the United States. And they’re getting ready to enter the workforce in droves in coming years.


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Here are some things you can do to keep your Gen Z workers engaged.

Give Them Purposeful Opportunities and a Decent Paycheck

Eighty-four percent of Gen Z workers say that they’d like to do more purposeful work—much like their Millennial predecessors. And 60% of Gen Z workers want to have an impact on the world. So, make sure they’re completing work that’s meaningful to them on an individual level, as well as meaningful to their communities and social spheres, and they will be more engaged.
Unlike their Millennial predecessors, however, 65% of Gen Z workers prioritize salary as an important factor in a job and are more motivated by financial security and job security than previous generations; as a result, they will be looking for more distinct career paths and well-laid-out opportunities for growth if they decide to work for your organization.
If they don’t see a real future with your organization or opportunities that it can offer them, don’t expect them to remain motivated and engaged every day at work.

Offer Them Regular Feedback

Sixty percent of Gen Z workers want multiple check-ins from their managers each week. And 40% of Gen Z workers even want daily check-ins from their managers. They want skills-based and personal feedback on a regular basis, and they want to know that they’re doing a good job.
If you don’t touch base with your Gen Z workers on a regular basis, they will feel as if they’re not doing a good job and will become demotivated and disengaged as a result. 

Keep Communications Constant, Transparent, and Face to Face

Gen Z workers think of their managers and bosses as mentors and coaches, so they want to hear from and interact with their managers and bosses often. According to Glassdoor, they believe that having managers who they interact with often and who are mentors or coaches is as important as having engaging and challenging work.
And, contrary to popular belief, research indicates that Gen Z workers prefer having regular interactions face to face and not via text messages or e-mails. More importantly, according to Deloitte Insights, Gen Z workers expect completely transparent communications from their bosses and organization as a whole at all times if they’re expected to remain engaged at work.

Give Them More Autonomy

Above all else, Gen Z workers want autonomy and flexibility. In fact, they think it’s more important than health benefits, with 75% of employees stating that workplace flexibility is their top benefit (i.e., more flexible hours, more remote work options, more vacation days, etc.). And it’s important to note that Gen Z workers are more entrepreneurial, with 72% stating they are interested in starting their own businesses. So, touch base with them often, but give them space to do their work on their own terms.
As you work to keep Gen Z workers engaged in coming years, be sure to keep the tips and information in this post in mind.

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