Gen Z has arrived: Here’s how you keep them around

by | Aug 18, 2017

[vc_row pofo_hidden_markup_1507696902_2_1=”” css=”.vc_custom_1507696989698{padding: 0px !important;}”][vc_column][vc_column_text]Millennials are mostly are their late 20s and 30s and are settled into professional positions. Now, instead of talking about millennials and their love for avocado toast, the buzz is building around the recent college graduates of Generation Z.

Gen Z-ers aren’t light years apart from their generational predecessors, but they do have a distinctly different set of values and characteristics, forcing employers to go back to the drawing board. It’s a given that each generation becomes a little more tech savvy than the one before it, but Gen Z has a unique set of priorities instilled in them by the zeitgeist. Here’s how to retain them at your company.

Feed their entrepreneurial drive. Generation Z, like millennials, were still around during the economic recession and witnessed their parents struggle after years of playing by the corporate rules. This is one of the major factors that led to an increase in entrepreneurship among millennials and Gen Z. Instead of discouraging them, try to find a way to use this drive to incentivize your Gen Z employees.

Cater to their desire for instant information. Generation X grew up as cellphones, the internet and social media were becoming ubiquitous. Gen Z has grown up with the next evolution of these things; the faster, better versions (i.e. going from Myspace to Facebook and Snapchat). As a consequence, they expect their information to be even more fast-paced and bite-sized than the so-called Me Generation. Look for opportunities to shorten the feedback loop and keep Gen Z regularly updated.

Hone in on their need for speed. Similarly, Generation Z is all about efficiency. They view technology as a tool to make life easier. Invest in and build with high quality tech that improves efficiency and it will go a long way towards attracting Gen Z and retaining the best talent.

Support their well-being. Gen Z thinks about joy and happiness and personal development. Encourage mindful meditation, strengths-building, nap rooms, contemplation and things that help them self-actualize — as long as they get the work done. Anything you can do to improve work-life integration will go a long way with the newest generation to hit the workforce.

Let them know they’re being heard. One of the best ways to make people feel valued is to show that you appreciate their unique perspective and skill sets. Obviously, you want to make sure that they fall in line with necessary rules and abide by the corporate handbook, but when there’s room for it, embrace their individuality. Maximize their talents and skills by listening to Gen Z’s feedback about their role and the organization.

Are you interested leveraging internal communications to improve employee retention? Tribe can help.

Subscribe to our internal communications blog