Understanding Gen Z in the Workforce
Generation Z, born in the late 1990s and early 2010s, brings unique demands and preferences to the workplace. Unlike past generations, they prioritize “working with” over “working for”, emphasizing collaboration and meaningful work. Raised in an era of abundant opportunities, virtual connectivity, and diversity, Gen Z employees seek more than simply a paycheck; they want employment that reflects their beliefs and provides a fulfilling experience.
According to a survey, an enormous 61% of Gen Z employees are considering leaving their jobs in the next few years. This high turnover rate highlights the importance of organizations in revising their Human Resources (HR) strategy to retain these young workers engaged and committed. Traditional HR practices may not be effective, organizations must adapt to the preferences of this new generation.
Schneider's Attraction, Selection, and Attrition (ASA) theory provides an effective framework for analyzing this transition. It explains why people join, stay or leave an organization. To effectively attract and keep Gen Z employees, companies must align their hiring practices, motivation, and retention strategies with Gen Z’s desires and values.
Here are several factors that positively impact Gen Z employees’ job satisfaction :
Flexible Work Practices
Gen Z prefers flexible employment options, including remote work. This freedom will boost their productivity, making them more likely to stay with the organization.
Reward and Recognition
Gen Z values competitive salaries and comprehensive benefits. Offering these can increase employee satisfaction and commitment to the organization.
Compensation and Benefits
Gen Z values both physical benefits (e.g.; bonuses) and recognition (e.g.; praises). Regularly acknowledging their efforts helps to keep them satisfied with their job.
Feedback-Seeking Behavior
Gen Z is tech-savvy and expects rapid feedback. Regular feedback from executives strengthens their commitment while creating a more connected and satisfied workforce.
Volunteering Opportunities
Gen Z is particularly interested in meaningful activities such as fundraising. Engaging in volunteer work can promote teamwork and job satisfaction, resulting in a stronger organizational identity and lower turnover.
By incorporating these elements into HR policies, organizations can better fulfill the expectations of Gen Z workers, improve job satisfaction, and reduce turnover, resulting in a more engaged and productive workforce.
Want to learn more about Gen Z characteristics in the workplace? Contact PartnerInc for collaboration opportunities to develop your organization.
Reference :
Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A., & Rastogi, S. (2020). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs. doi:10.1002/pa.2535
Written by Hanis Hadi, PartnerInc International Intern from Universiti Kebangsaan Malaysia
