Chicago — Many Gen Z don’t find their work meaningful nor see tangible career advancement opportunities, a factor that could explain why the generation has the lowest workplace engagement rate of all working generations.
How do you engage Gen Z and improve retention among them? Inc. has three tips to offer employers.
Model desired behavior
To lead Gen Z workers effectively, you have to model the behavior you want to see in them. Engagement is down because they notice a disconnect between their work tasks and their managers who don’t inspire them. These young adults want more empathy, intentionality and deeper connections with their colleagues. Because of that, employers should lean into authenticity, vulnerability, empathy and community.
Rethink the role of the office
Today’s young workers have more autonomy to choose where they work than ever before. To attract Gen Z, consider maximizing flexibility in where, when and how teams work. You can select office locations that are easy to commute to and provide choice and variety in work settings. Outdoor spaces equipped for working like rooftops and ground floor spaces can also help diversity where teams meet.
Prioritize peer-to-peer learning and mentorship
Gen Z needs a physical connection for personal development and access to mentors and expensive retreats aren’t the only way you can help fulfill this need. Turn to resources like podcasts, YouTube videos and audiobooks to create peer-to-peer mentorship. Since the generation learns and communicates largely online, peer-to-peer learning and communities could help engage them either in-person or through digital channels like Teams and Slack.