Millions of members of Gen Z are entering the workforce every year, and with 10,000 Baby Boomers reaching retirement age every day, this younger cohort are quickly representing a larger and larger share of workers. It’s no secret that older managers have been struggling to connect with Gen Z employees. Polls show that managers are struggling to work well with younger colleagues and that many employers are finding it hard to hire and retain Gen Z workers.
Gen Z seems to bring a different set of workplace values than prior generations, which creates challenges for older employers who are trying to keep them engaged, supported, and loyal. Companies risk losing critical up and coming talent without an intentional effort to attract and retain Gen Z workers.
Understanding Gen Z Preferences in the Workplace: What Motivates This Generation?
Like every generation, Gen Z has its own priorities when it comes to what attracts them to a company and motivates them to do their best work. Surveys have found that Gen Z is motivated by compensation as long as it is accompanied by a blend of purpose, professional growth, and flexibility. They expect their employer to provide a healthy work-life balance and a positive, inclusive culture for the sake of their mental well-being, and they look for companies who are good stewards of the earth and the communities they serve.
It’s worth mentioning that while salary is important to Gen Z workers, they value salary less than every other generation with studies showing that about 50% would choose a more satisfying job with lower pay than a less satisfying job with higher pay.
Companies will need to appeal to Gen Z values if they wish to attract and retain these workers both in messaging and actions.
10 Ways to Attract and Retain Top Gen Z Talent
Gen Z is already making its mark on the workplace, and their numbers will continue to grow in the coming years. If companies want to attract and inspire young top talent to work for them, they will need to think beyond paychecks and perks and focus on what really motivates this generation.
Effective Recruitment Strategies: How to Attract Gen Z Candidates
1. Connect with Gen Z on their Social Platforms
Gen Z grew up with technology and social media and it is a huge part of their world. One of the best ways that companies can reach potential Gen Z employees is through recruitment marketing on social media channels that includes Gen Z actors/employees and speaks to Gen Z values. For example, you can build trust with testimonials from Gen Z employees about why they joined the company and what they appreciate about your workplace.
2. Host Interactive Hiring Events
Relying exclusively on carefully curated mission statements to explain your core values is a missed opportunity. Companies can help potential Gen Z applicants experience their culture and values at hiring events with leaders sharing inspirational stories or answering questions about the company’s mission and goals. Video snippets can be shared on the company website and social media platforms to reach a wider audience.
3. Offer a Flexible Work Environment
Flexible work options are a top priority for Gen Z employees, who value work-life balance, autonomy, and trust in their workplaces. Companies that build flexibility into schedules through hybrid models, adjustable hours, or results-based work are showing they understand how today’s employees want to work.
4. Help New-Hires Feel Connected with Pre-Boarding Welcome Videos/Messages
After the job offer has been made and accepted, there is an opportunity to help new-hires come in on their first day with a sense of connection through a series of authentic personal messages from managers and future teammates. Videos could introduce future teammates, provide insider tips about company culture, or share a welcoming message.
Setting Gen Z Up for Success: Onboarding and the First 90 Days
5. Assign a Peer-Buddy & a Tenured Mentor
Gen Z values guidance and growth in authentic relationships, and a strong mentoring structure can meet that expectation. A peer buddy can help them learn the company culture and share tips for completing projects in a timely manner and an older, tenured mentor can share career advice and insights into opportunities on other teams within the organization to create a balanced approach.
6. Host Cross-Generational Group Chats
One of the best ways to bridge divides between generations is to create opportunities for connection that can build empathy and make leaders less intimidating. One way to do this is to host small group conversations with a mix of people and then prompt conversation with ideas such as “talk about your first job” or “what inspires you outside of work.”
Retain Gen Z through Growth and Learning Opportunities
7. Ask Tenured Employees to Share Soft Skills
Older, experienced employees may have wisdom to pass down to new employees in the form of soft skills. Ask them to host informal sessions or record videos sharing tips for effective communication, time management, conflict resolution, teamwork strategies, and navigating workplace culture.
8. Provide Professional Development Classes
Providing professional development opportunities is a powerful way to engage and retain employees, especially Gen Z workers who value growth and skill-building. Offer classes, workshops, or online courses that help employees expand their expertise and advance in their careers. Consider asking Gen Z employees to teach social media tips or how to use AI tools to show that their skills are valued.
9. Commit to Two-Way Communication and Sharing of Ideas
Gen Z cares about two-way relationships where their opinion is valued. Train managers on multi-generational communication styles so they can best connect with everyone on their teams. Encourage managers to conduct weekly “pulse checks” to gauge how employees are feeling and to actively seek feedback about how leadership can better support and engage the team.
10. Celebrate Progress and Accomplishments
One of the best ways to keep employees motivated is to acknowledge and celebrate their progress and accomplishments throughout the year. Give shout outs at meetings or in newsletters, and consider small rewards or recognition programs that highlight their contributions and show that their efforts truly matter.
Seay HR Can Help Bridge Generational Gaps in Your Workplace
Seay HR offers practical HR support to help your business handle today’s workforce challenges, including bridging generational gaps in hiring and retaining Gen Z workers. Our experienced HR professionals provide guidance that’s grounded in real-world experience.
For example:
- When creating policies around dress code and appearance, Seay HR can help you develop clear, fair guidelines that are respectful for employees of all ages.
- We can craft job descriptions that appeal to younger workers, highlighting opportunities for growth, flexibility, and purpose.
- We can help write inclusive employee policies that meet the expectations of Gen Z and foster a workplace culture where everyone feels valued.
Click here to contact us. We would love the opportunity to support your business in today’s business climate with outsourced HR services.
Please note: This article is for informational purposes only and does not constitute legal or professional advice. Seay HR makes no representations or warranties, express or implied, regarding the accuracy, completeness, or applicability of the information contained herein.
Seay HR disclaims all liability for any actions taken or not taken based on the information in this article. Readers are solely responsible for their own interpretation and use of this information.
