Generation Z (Gen Z) accounts for a growing percentage of the global workforce. These individuals, born between 1997 and 2012, range from 13 to 28 years old, making up the current and next wave of young professionals. The U.S. Bureau of Labor Statistics predicts that by 2030, Gen Z will constitute 30% of the workforce.
However, recent studies have found that much of Gen Z feels disengaged or disempowered in the workplace. Poor engagement can lead to decreased productivity, negatively impacting workplace culture, and higher employee turnover.
Employers can engage Gen Z employees and improve attraction and retention rates among young workers by proactively responding to Gen Z’s wants and needs. Here are strategies for employers to engage Gen Z in the workplace:
- Make work meaningful. Gen Zers want their work to be meaningful and contribute to organizational success by employing their skill sets.
- Utilize the latest technology. Generally, Gen Z workers have little patience for outdated systems. Additionally, up-to-date devices and systems tend to improve efficiency and productivity. Gen Z employees may even be eager to help your organization update and introduce new technologies.
- Prioritize mental health. Organizations can make mental health resources readily available, train managers to be empathetic, and equip leaders to direct employees to the right resources.
- Allow flexibility and autonomy. Gen Z seeks jobs that focus on employees as people, allowing them autonomy to work when and how they please.
- Provide career development opportunities. Employers can remove stress and guesswork by providing career ladders that outline an employee’s potential path for growth.
Employers who actively engage Gen Z may experience a competitive advantage.
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