Ria Karnik, Managing Director at Major, Lindsey & Africa
Gen-Z is known to be a self-promoter, standing up for a better work-life balance (a recent study found that 92% of Gen Z cite this as an important or very important factor in their career). Gen-Z is known for championing themselves. They are in favor of a better work-life-balance (with a study revealing that 92% said this was an important or very-important factor in their careers) and promoting a diverse, improved culture.
It’s understandable that HR teams are grappling with the new needs. But what are their key considerations, and how can the ensure they attract the next-generation of talent but also retain it?
- Take into consideration your culture
Both Gen-Zs (Generation Z) and millennials tend to think more about what makes them happy at work and how their current job can help them achieve their career goals. It may be that more employers are scheduling regular career goalposts reviews. However, it’s also important for the employer to create a framework so employees can feel like they are improving their skills.
While there are always some moves made for money, many people change jobs because they feel they are not progressing or are not getting the rewards they desire.
A recent Major, Lindsey & Africa survey found that many Gen-Zs have completely departed from more ‘traditional career trends’. According to the survey, 14% of young lawyers only plan to stay at their first job for 3-5 year, while 10% only plan to do so for 2-3 years. It is a stark contrast to the previous generation, which was more likely to remain with their employer for as long as they could. The motivation for these choices is likely to be more opportunities and a better work-life balance along with compensation.
The “transactional nature” of work, combined with this, has resulted in a far lower level of guilt when people change jobs frequently. This is because younger generations tend to be more inclined to have a “work-to-live” mentality.
To retain talent, it is important to review HR processes regularly, including fair reviews of performance, giving talent the space to grow if they so desire, and maintaining a certain degree of flexibility.
- Don’t forget personal development
To make Gen-Z feel more involved, HR teams need to focus not only on professional training but also on personal growth and training.
Gen-Z has different motivations and is a generation with a high entrepreneurial spirit. They have used social media in a way which can be monetized.
Gen-Z can bring a lot to the workplace, but they also want to work somewhere where they feel that they are being encouraged to change. This is perhaps because many of these changes will be inspired by their own personal experiences. Gen-Z’s ideas and experiences will benefit every workplace, but some still adhere to the “old school” ways of working that are based on the experience of senior staff.
HR teams can respond by creating an environment where Gen-Z feels comfortable talking openly about their learning preferences and development plans.
- Flexibility is the key
In recent months there has been a general acceptance that the working from home process is being curtailed. Most firms expect 50-60% of their employees to be in the office on a regular schedule.
This is not always frustrating for candidates. The sticking point is when the rhetoric says that they should be learning and need senior people to help them – but then don’t. The senior members of the team are split into two groups. Some truly appreciate the value of office time and travel in most weeks, while others have moved away and don’t want to commit to a long commute.
HR teams should make the most of these resources, as they can be a great resource for the juniors and team development even when they’re not physically present. They should take into account the benefits of face-to-face time before mandating return to office.
The original version of this article Top tips for HR teams: Retaining Gen Z talent first appeared at HR News.
