Generation Z, born between 1997 and 2012, differs from previous generations in their attitudes toward work and life. Therefore, employers must adjust their strategies to ensure that they engage with these young workers effectively.
Here are five key strategies for engaging Generation Z. Firstly, companies need to provide flexible work arrangements. These arrangements could include remote work options, flexible hours or job sharing. By providing flexibility, companies can support the work-life balance that is important to Generation Z.
Secondly, companies should focus on building a strong employer brand. Generation Z is interested in working for companies that align with their values and ethics, and they want to know how their work will make a difference. Therefore, companies must communicate their values, mission and vision effectively to attract and retain young workers.
Thirdly, companies must provide opportunities for learning and development. Generation Z values continuous learning and wants to acquire new skills, so offering training programs and mentorship opportunities can help engage and retain these workers.
Fourthly, companies should embrace technology. Generation Z grew up with technology and expects to use it in the workplace. Therefore, employers should provide the latest tools and software to help young workers complete their work more efficiently.
Companies finally should promote a positive company culture. Generation Z values diversity and inclusion, and they want to work for companies that promote these values. Employers should foster a supportive and inclusive workplace to create a positive company culture.
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ABOUT THE AUTHOR
Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.