Gen Z are bringing a new set of ideas and opinions to the work world. If you’re not ready to accommodate these, you’ll find it challenging to retain your Gen Z employees. And it’s predicted that by 2026 49% of the workplace will be from Generation Z.
Below are the key shifts to prepare for as this generation steps into our offices.
Flexibility
Going into the office Monday to Friday and working 9-5 is no longer the default. Gen Z favour flexibility, and like being given the opportunity to work how they want to with minimal boundaries. Here are some examples of how a company can implement flexibility:
Working Remotely
The pandemic proved that many roles can be done effectively from home, which is why many businesses have continued to allow their employees to do so. An improved work-life balance and reduced costs for petrol and money spent on lunches are just some of the advantages of working remotely.
Some businesses use a hybrid work model, which means they spend some time working remotely and go into the office on other days. This type of work model can increase employee engagement as it allows people to choose where they work best, while allowing the in person team catchups and work from home concentration.
Considering Work Styles
As well as where they work, thinking about how they work is a key factor too. Not everyone’s brain works in the same way. Some people prefer taking notes on their laptop, others on paper. Some people would rather brainstorm alone, while others find it useful to think up ideas as a group. Ask your employees how they’d prefer to work and accommodate where you can – sometimes simply providing notebooks or quiet space makes a real difference.
This can be particularly helpful when it comes to onboarding. Asking them whether they prefer to get stuck in or shadow someone gives them the best chance at taking in all the new information.
Different Work Shifts
9-5 isn’t the only option. An 8–4 helps those who want their evenings free; a 10–6 suits morning gym-goers. Some companies have a policy where employees can start work at whatever time they want, as long as they get eight hours of work in.
They Like Jobs That Reflect Meaning
Gen Z look out for jobs that align with their personal values and interests. If they’re working a job they aren’t passionate about, it can lead to a lack of motivation and engagement. Many are drawn to jobs that are technology-related, like engineering, social media marketing, and web development. Why? They grew up with technology, so are able to adapt to it quickly.
As well as personal passions, Gen Z seeks jobs that address world problems, such as climate change, social inequality, and environmental issues. This means they can work with a team of people who want to make a change, so they feel a part of something important. Purpose is something Gen Z looks out for, and they tend to move away from jobs that don’t spark meaning for them. Being part of a mission-led team helps them feel they’re making a tangible difference. Healthcare and support roles are also popular, especially where they can improve lives and support mental health.
They also expect modernised benefits: enhanced maternity, paternity and shared parental leave, paid charity/volunteering days, inclusive workplaces adaptations, and comprehensive health cover.
Mental Health is Important to Them
Gen Z wants to do well in their work, but they also think it’s important to balance this with their personal life. If they feel like they can’t maintain a work-life balance while working at your company, they’re likely to become disengaged and move on quickly. Here are some things you can do to ensure your employees can prioritise their mental health:
Communicate Only Within Work Hours
If employees are getting messages about work at weekends and throughout their evenings, they’ll quickly become frustrated and struggle to maintain a work-life balance.
Managers Need To Be Approachable
If Gen Z feels like they need to bring something up, like uncertainty about a task, or a personal matter like a work arrangement, they shouldn’t have to feel anxious about it. A good manager will be approachable and make their employees feel as though they can mention anything important when needed. If they don’t address these issues it can build up and lead to them moving on, or a more recent trend: quiet quitting.
Wellbeing Days
This is when an employee takes a guilt-free day off with short notice in order to recharge. Some companies are reluctant to implement these, but they allow employees to come back feeling motivated and engaged. If your employees aren’t feeling up to working, not taking the time they need can impact their mental health and leave them feeling disengaged and unmotivated. These are usually refreshed once per quarter.
In Conclusion
Gen Z aren’t more “demotivated” or “lazy” compared to other generations, they are just more vocal online about what is important. They’re changing the workplace for the better, so it’s vital to grow with them so you can retain these passionate employees. By considering flexibility, meaning, and mental health, you’ll be on the right track to getting the best from your Gen Z workforce.
Author: Holly Dodd – Freelance Writer & Blogger
Photo credit: Eliott Reyna on Unsplash
