Are your Gen Z employees happy to be working for you? If not, you’re in danger of losing top talent and compromising the future viability of your organisation. Gen Z employees are bringing a fresh and innovative approach to their working lives and long-term careers and have different expectations and values. If you want to attract and retain top talent from this tech-savvy generation of original thinkers, you need to understand – and provide – the opportunities and working environment they aspire to. 

Understand what makes Gen Z tick by following these seven key strategies:

1. Meaning trumps money

Gen Z professionals are committed to meaning and purpose. Salary is also important, of course, but Gen Z want to make a difference. They prioritise their personal and professional values and want to feel as if they are contributing to society and making a difference. 

Employers should: 

  • Communicate their mission and values clearly. 
  • Ensure that Gen Z employees understand how their work for the organisation contributes to broader societal goals.  
  • Offer the chance to get involved in socially responsible projects. 
  • Provide opportunities to take part in corporate social responsibility initiatives or charitable activities. 

2. Flexibility first

The days of the nine-to-five working week probably seem like ancient history to Gen Z. They value – and expect – flexibility in working hours and location. Remote and asynchronous working and communications are second nature to them, as are tech and digital tools. Gen Z work differently and think differently, with the ability to prioritise personal wellbeing being a major contributor to job satisfaction. 

Employers should: 

  • Consider offering flexible working hours where appropriate. 
  • Negotiate hybrid/remote working that works for both the employee and the organisation. 
  • Recognise the high value that Gen Z place on work/life balance and find solutions that respect those values. 

3. Collaboration is king

Collaborative working is important to Gen Z; they value human connection, as well as appreciating how much they can learn from colleagues and the opportunity to share their own knowledge and skills.  

Employers should: 

  • Foster a collaborative culture where open communication and teamwork are encouraged. 
  • Encourage knowledge sharing, cross-functional teams, and regular feedback loops to make Gen Z employees feel valued and part of the bigger picture. 

4. Mental health must-haves

Mental health and personal wellbeing are a high priority for Gen Z. They are comfortable talking about mental health and more vocal about the need for workplace support than previous generations who are more likely to ‘carry on regardless’. 

Employers should: 

  • See this as a strength, not a weakness. 
  • Offer resources that prioritise mental health, such as access to therapy, mental health days or wellness programmes.  
  • Create a culture where it’s okay to talk about mental health issues and to seek help without stigma. 

5. Continuous learning and development

Gen Z are hungry for growth. They don’t just want jobs; they want opportunities for ongoing personal and professional development.  

Employers should: 

  • Offer learning and development programmes, mentorships, coaching and career advancement opportunities. 
  • Encourage upskilling through online courses, in-house training, or sponsorship for further education.  
  • Arrange regular career progression discussions to help retain their loyalty to the organisation. 

6. Diversity, equality and inclusion matters

Gen Z expect employers to fully embrace diversity, equality and inclusion and will actively seek out workplaces that embrace differences in race, gender, sexual orientation and background.  

Employers should: 

  • Commit to and invest in diversity, equality and inclusion initiatives and create inclusive work environments. 

7. Embrace technology and innovation

Gen Z expect their workplaces to be tech-rich and innovative. Outdated systems and slow tech adoption can be a major frustration for this generation.  

Employers should: 

  • Invest in cutting-edge tech and embrace new ways of working to create a more dynamic and efficient work environment that will appeal to Gen Z. 
  • Collaborate with Gen Z employees to research the potential benefits of tech upgrades and innovation. 

You may find useful: 

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