How to engage Gen Z employees?

19 de April, 2024

Born roughly between 1997 and 2010, the people who make up Gen Z have already begun to enter the job market. With them come new perspectives and new challenges for organizations.

This is the first global, digitally native generation and it is fast on its way to becoming the most educated generation ever to work.

It is estimated that by 2030, professionals from this generation will make up a third of the workforce. It is therefore essential for companies to understand what characterizes them – what they are looking for, what they value, what they stand for – so that they can attract, engage and retain these talents.

What can be done to engage Gen Z employees?

1 – Take advantage of technology

Generation Z was born into a world connected by the internet and in which devices such as computers and cell phones are part of everyday life. This generation is used to accessing information quickly and values flawless digital experiences.

In this sense, the professionals of this generation expect technology to be part of their work and to enable them to carry out their tasks efficiently and effectively. The fact that they have a very intuitive relationship with technology means that they have higher expectations of its use in a professional context.

For this reason, try to take advantage of the potential of technology in recruitment processes, in onboarding, in internal training or in aspects as simple as employees booking their vacations. By making these interactions more digital, the employee wins (in terms of experience) and your company wins (in terms of efficiency).

2 – Offer flexibility

Many of the people who make up Gen Z have entered – or are entering – a job market in which hybrid and remote working arrangements are a reality. It is also an increasingly global market and geographical borders are no longer necessarily synonymous with a lack of professional opportunities. As such, professionals from this generation tend to believe that their work can be done anywhere.

Flexibility at work, flexible working hours and the possibility of working remotely or hybridly are aspects that are highly valued by Generation Z, as they help them achieve the much-desired integration between personal and professional life.

3 – Commit to diversity, equity and inclusion

Several studies have shown that, when accepting a job offer, Gen Z workers take into account the company’s commitment to diversity, equity and inclusion. Having a respectful, egalitarian, diverse and inclusive work environment is therefore a crucial factor in attracting and engaging talent and boosting their sense of belonging.

If this is not the reality in your company, then now is the right time to think about strategies to promote diversity consistently. And it all starts with recruitment: incorporate the good practices of so-called blind hiring in order to mitigate the unconscious bias that tends to influence the way managers assess candidates’ character, skills and competencies.

Having a more diverse and inclusive workplace, made up of people with different backgrounds and experiences, will enable you not only to boost the engagement of Gen Z workers, but also to build an environment of greater innovation and creativity, improve your company’s overall reputation and, ultimately, generate better results.

4 – Ensure training and career development plans

More than any other, Gen Z looks to continuous training as a key element in their professional success. The lack of training and professional development opportunities is one of the main reasons why these workers leave a company. Developing skills, participating in challenging projects and generating a positive impact are aspects that Gen Z professionals value.

In this sense, it is essential to design career plans and training programs that allow employees to consolidate their knowledge or even acquire new skills that are relevant to them and the company.

5 – Build a positive organizational culture

According to a Randstad study, 80% of Gen Z professionals prefer to work for a company that is aligned with their values. Some of these values could be gender equality and pay equity, sustainability or work-life balance, for example.

Building an organizational culture that addresses these issues in an intrinsic, transparent and responsible way is crucial to keeping Gen Z motivated and satisfied.

6 – Develop a fair and transparent remuneration policy

Many people from Gen Z went through a period of great economic uncertainty and it is likely that they saw their parents go through some financial instability during the 2008 crisis. As such, this is another very relevant aspect for this generation, who are looking for financial security and fair compensation in line with the work they do.

In addition, employees of this generation also have a high propensity to value employee benefits, in particular benefits linked to health and well-being.

When it comes to benefits, the watchword is flexibility: it is crucial to provide access to flexible benefits that adapt to your needs and expectations.

As Gen Z continues to shape the world of work and pose challenges for organizations, it is crucial that they are able to adapt and embrace evolution.

At the end of the day, these strategies for engaging Gen Z have a more global effect and help promote the retention and satisfaction of professionals from all generations.

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