Organisations are beginning face the critical task of not just attracting but also retaining young talent. Gen Z will make up 27% of the workforce by 2025, and as an increasingly significant portion of the workforce, companies must adapt their strategies to meet the unique needs and expectations of this generation.
Born into a world where technology is omnipresent, they possess distinct characteristics that can be leveraged to drive organisational growth. By understanding these traits and providing clear pathways for advancement, businesses can effectively future-proof their organisations while empowering their young employees to thrive.
Gen Z individuals have grown up in an era where technology is seamlessly integrated into every aspect of their lives. From smartphones to social media, instant gratification has become the norm. As a result, they are accustomed to short-term rewards and instant feedback. Harnessing this mindset is key to developing tangible growth pathways for young employees.
When planning career pathways for Gen Z employees, it's essential to create clear, measurable milestones of success. Gen Z thrives on concrete goals and objectives that they can work towards. By outlining these milestones, organisations provide young employees with a roadmap for advancement and a sense of direction in their career trajectory.
It is also crucial to acknowledge the multifaceted nature of Gen Z employees and the challenges hiring managers may encounter. While the younger generation brings a wealth of technological proficiency and confidence to the table, it's essential to recognise that like any generation, they too require development in certain areas.
Emotional resilience, focus, and interpersonal skills are areas that may require nurturing and growth for many younger individuals. It is important to remember that confidence doesn't equate to mastery in all areas. Just as previous generations had to cultivate these skills early in their careers, so too do Gen Z employees.
Supporting young employees in these areas is not only beneficial for their personal development but also crucial for retention. Neglecting to address these needs can lead to challenges and derailments in their professional journey. Soft skill development in particular is often cited as a desire among Gen Z workers, highlighting their self-awareness and the need for employer support in this regard. Resilience, especially, stands out as a hot topic in today's workplace landscape.
A 2022 study of 4,000 adults by The Cigna Group found that Gen Z was significantly less resilient than older generations. 33% of Gen Z described their mental health as “Very Good” compared to 45% of Millennials, 43% of Gen X, and 55% of Baby Boomers.
By providing resources and guidance in building resilience, organisations can better equip their young and junior team members to navigate the complexities of the modern work environment.
The younger generation are also highly self-motivated when presented with clearly defined goals and rewards. By aligning career pathways with their aspirations and values, organisations can tap into their innate drive and ambition. Whether it's opportunities for skill development, leadership roles, or financial incentives, offering tangible rewards reinforces the connection between effort and outcome, motivating young employees to excel.
Here are some strategies to future-proof your organisation and build tangible growth pathways for young employees:
1. Personalised Development Plans: Recognise that one size does not fit all. Tailor development plans to the individual strengths, interests, and career aspirations of Gen Z employees. Providing them with opportunities for growth and advancement that align with their personal goals fosters a sense of ownership and commitment.
2. Clear Progression Paths: Establish clear progression paths with defined milestones and timelines. Communicate these pathways transparently to young employees, empowering them to track their progress and take ownership of their career development. This clarity eliminates ambiguity and instills a sense of purpose and direction.
3. Continuous Feedback and Recognition: Provide regular feedback and recognition to Gen Z employees to reinforce positive behaviours and drive continuous improvement. Embrace a culture of feedback where constructive criticism is coupled with actionable insights for growth. Additionally, celebrate achievements and milestones to foster a sense of accomplishment and motivation.
Future-proofing your organisation for Gen Z talent requires a strategic approach that embraces their unique characteristics and preferences. By providing clear pathways for growth, leveraging technology, and fostering a culture of continuous feedback and recognition, businesses can not only attract but also retain young talent. Empowering Gen Z employees to chart their own career trajectories ensures their long-term commitment and contribution to organisational success.