Why is retaining Generation Z employees a challenge? What tools and techniques allow for more effective feedback collection? How can they be used to prevent ‘quiet quitting’?
They were born between 1997 and 2012, and now, they are storming the labour market. This is the generation Z, a generation that grew up in the age of technology and the internet, which has influenced the way they think, behave and, very importantly, approach work. The youngest of them are now 11 years old, so employers need to dedicate themselves to understanding this generation – after all, for more than a decade, it is the people shaped in this way who will be applying for jobs.
What are the main characteristics of Generation Z?
For sure a great deal of diversity and strongly emphasized individualism. Nevertheless, there are also common features, above all high technological competence, a desire for continuous development, independence, and the ability to work in a team.
Generation Z also places high demands on potential employers. This mainly concerns quality of life, work-life balance, and organizational culture. They often seek flexible forms of employment, such as remote working, freelance or B2B contracts, which enables them to combine work and study more easily.
Generation Z is also more likely to make career choices related to goals and values they believe in, rather than just salary. They often choose industries that have a positive impact on the environment or society, and they prefer to work for companies that engage in social activities and have good relationships with their employees.
This makes it challenging for employers to maintain engagement and, in the long term, retain the employee.
How do you retain a ‘Gen Z’?
Here are some good tips to improve communication with Generation Z representatives and help them understand and retain them in your company.
- The simpler the better – make sure boring, repetitive tasks are automated as much as possible.
- Appreciate them for what they do – Generation Z people are constantly striving to grow. Seeing their contribution to the company’s success is an important motivator.
- Keep your finger on the pulse – survey job satisfaction with an employee survey. “Zetas” are keen to use this form of communication. However, if survey responses are not enough for you, use the possibilities offered by Vivelio – a survey platform enriched with behavioral index analysis. This in-depth information gives you an idea of whether young employees have found their passion in their work or the opposite. With this knowledge, it is easier to predict the desire to leave, avoid ‘qiuet quitting’ and thus manage your team and its work more effectively.