The main topic on every business leader’s mind right now is this:
How does Gen Z think and how will it impact my business? From how they work to how they spend, leaders want to know: what makes them tick and will it be positive or negative for their business?
Gen Z is made up of tweens, teens, and young adults who were born between 1996 and 2015. A wide spread, the Gen Z generation will make up more than half of the U.S. workforce with their millennial counterparts by 2030 (Jason Dorsey: Center For Generational Kinetics). What does this mean for businesses? It’s your job to understand their behaviors, their goals and desires, to create a successful space for them in the workplace.
In this post, we will cover just that. You earned their interest through gamification or innovative recruiting efforts (think: social media, moving away from the age-old job fairs), but now it’s time to figure out how to keep them engaged long-term.
Here are the top 3 things Gen Z wants from you in 2023.
Stability. Gen Z is likely not going to be known as the “job-hopping” generation like their millennial counterparts, but there is a higher chance of them not being engaged in a post-pandemic world.
Pay them what they are worth. Many Gen Z-ers have watched their families experience previous recessions and witnessed the generation before them experience significant debt. They don’t want this, so if you can’t pay them a decent salary, you will not even be in the game next to your competitors.
Show them opportunities to grow. While you can’t give them a leadership role on day one, outline what their career trajectory can look like from the start. Setting expectations early on with help with building trust with your employees and team members, while setting them up for success.
Engage them through strong communication, education/training, and professional development. There is a plethora of information on this topic, but to learn more, visit our research here.
Transparency. This is important to this generation because they have witnessed a very different world than some of us reading this grew up in. Most of them came of age during the pandemic, and as a result, they have experienced tension from something unprecedented in our society. They understand when company cultures are being transparent or not and when they recognize that, they leave.
Set expectations from day 1. When you are in the hiring process, ensure your recruiting communication is extremely clear.
Clear is kind. When talking about salary, benefits, time off, and work hours, be honest! 85% of the young professionals I’ve interviewed over the past 2 years say they have left a company because one of these expectations proved to be false about 6 to 9 months in.
Share vision and long-termplans for the company (depending on size, this can be challenging). Give them a sense of ownership and treat them like they will be there for a long time. Most companies don’t get this part right, but you CAN!
Connectivity. While many want the opportunity to work from home – some time, not all the time – they still want to be connected.
If you have a hybrid schedule, encourage team members to all be in the office or site on the same day one day per week. This will create consistent face-time with peers and coworkers to build trust among the team.
If you only offer work-from-home, ensure there is still time to connect with each other in a meaningful way. Again, the pandemic resulted in less connectivity with other people and Gen Z does not want that. Consider coordinating lunch one day or a team-building exercise (I promise: Gen Z actually wants this these days!).
If you offer in-person work 100% and don’t have opportunities to give an at-home work structure, it’s important to note here that you will need to create some space for your Gen Z employees to provide flexibility. This looks different for everyone, but if you don’t offer it, they are more inclined to look for places that do.
Being intentional in your process can lead to thriving and retainable outcomes in your workforce. Take time to review and adapt your plans for 2023 to engage successfully with Gen Z.
About Kamber Parker: Kamber is the founder ofThe YoPro Know (2018), a platform designed to be the bridge between ambitious young professionals and the companies that wish to hire them and most importantly, retain them. Kamber has spent the last 5 years interviewing nearly 1,000 young professionals identifying their key struggles, successes, and ultimately, ways to make them more successful in the workplace. Her business offers consulting services for companies looking to increase young professional recruitment, retention, and engagement. She is a 40 Under Forty Recipient (2020), the Greenville Chamber Young Professional Of The Year recipient (2021), Jefferson Award Winner (2021), and Greenville Business Magazine’s Best & Brightest 35 and Under (2022). In her free time, she volunteers for the Association of Fundraising Professionals Board, Meals on Wheels, and is involved in the Greenville Chamber of Commerce Young Professionals group. You can find her at The Commons, on the Swamp Rabbit Trail running, or Soul Yoga!