Gen Z: How to build their engagement at work?

Imagen de un grupo de tres jóvenes interactuando con tecnología en un entorno relacionado con las redes sociales. Un chico está sentado en el suelo jugando con una consola de videojuegos, una chica se encuentra sentada en un escalón en forma de Z usando una laptop, y otra chica está de pie usando unos auriculares y sosteniendo un smartphone. El fondo incluye íconos relacionados con redes sociales como corazones y símbolos de comentarios, indicando su conexión y actividad en el mundo digital.

A recent report by Ranstad says that 58% of young people between 18 and 24 years old would leave their job if it did not allow them to enjoy an optimal quality of life. Long gone is the time when a person worked for forty years in the same company. The lack of employee engagement in Gen Z is an issue that many organizations have to deal with today.

If you work managing young teams, you will have already realized that they arrive strong and with clear ideas. Which means that they do not hesitate to look elsewhere for what they cannot find in their current job.

But don’t worry, because all is not lost. In this article, we help you identify who exactly Generation Z is, what they value in a job and what levers are the most effective to enhance their commitment to the organization.

Who are the Gen Z?

They are those who were born between the end of 1990 and the beginning of 2010. So, they are now at most 24 years old. They are ambitious, enthusiastic and want to take on the world. Which often makes them impatient people who want results in the shortest time possible.

It is precisely this characteristic trait that causes so many companies to fail to engage their youngest employees. And, if before you could talk about 10-year career plans, the impatience of these Digital Natives means that, if they do not see growth in 1 or 2 years, they become frustrated and go somewhere else.

Mariano Urraco, doctor in Sociology from the Universidad Complutense de Madrid, explains that: “As happens in social relationships, it is difficult to love someone who does not give you anything .”

But what can we give to them? What is Gen Z looking for in the workplace?

What is an attractive workplace for Generation Z?

A competent salary is important, but it is not enough to make a difference. To win over Gen Z, companies also need to ensure a safe environment that provides them with well-being, motivation and a feeling of belonging.

To achieve this, here are some key aspects that you should take into account:

  • Flexibility: The possibility of having adaptable schedules, as well as the option of work from home combined with in-person work, is essential. Generation Z values the ability to manage their time to balance their personal and work commitments.
  • Inspiring work environment: An environment that not only promotes performance, but also offers support and recognition. If the work environment is not sufficiently motivating, they will end up practicing “Quiet Quitting”. That is, they will do the minimum necessary to stay in the position until the opportunity to leave comes.
  • Updated internal policies: That reflect the commitment to employee well-being , that promote talent loyalty and that seek to continually improve the quality of life of employees.
  • Commitment to professional and personal development: Opportunities for professional and personal growth within the company are highly valued by Gen Z. However, be careful not to keep them waiting!
  • Respect for personal life: Sensitivity towards the protection of personal life is especially important for younger people, who seek jobs that allow them to maintain a healthy balance between work and their life outside of it.

As you can see, these factors reflect a tendency among younger people to seek jobs that are not only their source of income, but also contribute to their general well-being and allow them to live according to their values and aspirations.

4 tips to build Employee Engagement of Gen Z

For many experts, Generation Z is unaware of the engagement mentality. But not because they refuse to accept it, but because, unlike other generations, very few have experienced satisfaction in their work.

To turn the situation around, here are four tips that will help you turn your company into the best place to work:

Know your team

Ask them what worries them, what their expectations are and what they think of the company. The fear of asking employees directly is a challenge that organizations need to overcome in order to begin actingto on what negatively affects them.

Analyzing the pulse of their employee satisfaction through surveys such as those from Team Insights will provide you with the information you need to adapt your actions to their needs and expectations.

Stay relevant

Gene Z is looking for more than just a job, they want a compelling reason to be part of the company.

Therefore, to obtain their work commitment, it is very important to take into account what employees value, such as their individual needs and personal beliefs.

In this sense, the company must be constantly attentive and receptive to what motivates its workers and how they perceive their workplace, which implies a continuous effort on the part of management to remain attractive and aligned with the interests of their teams.

Well-defined career plans

To avoid getting bored, the Gen Z  need constant challenges. To guarantee their engagement, they will have to feel that they are constantly growing.

So, it is essential to design well-defined career plans adapted to their needs. Continuous training is an excellent resource for team members – young and not so young – to feel that their company cares about them and values them as professionals.

In addition, it is also a sign that we count on them for the future, which, without a doubt, benefits the generation of trust and commitment.

Adapt work cycles to be more agile

Gen Z has a bad reputation for not want to work. However, nothing could be further from the truth. They are very passionate and work hard, but in shorter cycles.

This means that companies need to adapt their processes at a faster pace. One way to achieve this is by implementing more flexible work schedules and processes that allow for more intense but brief cycles. Also adjust expectations and performance appraisal methods to assess the quality and impact of work , rather than the number of hours worked.

 

In Team Insights we help you get to know your people through surveys designed by a Human Resources team. And they are fully customizable! Achieving Gen Z’s work engagement isn’t as difficult as you think with the right tools. To see how it works, click here and request a demo.

 

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