Ways to Improve Gen Z Employee Engagement

A quick scan of your organization’s workforce will probably find that the increasingly diverse Generation Z segment is the fastest-growing sector. Generation Z is broadly defined as the generation born after the mid-90s, though the exact years may vary. This group outnumbers millennials and now makes up a significant portion of the workforce as they enter it each year. As such, improving employee engagement among Gen Z is increasingly essential.

A common assumption about Gen Z is that they are like their millennial older siblings. However, Gen Z has unique goals, challenges, and characteristics that distinguish it from previous generations. Organizations that recognize and take action on these differences will be able to improve engagement, commitment and productivity in this rapidly growing segment.

A closer look at Gen Z

While no definitive year marks the beginning of Gen Z, they are all people born and raised with the internet and digital media firmly established around them. They are technologically savvy, generally very comfortable with mobile communication, and robustly understand different technology platforms.

In addition to being comfortable with technology, some common traits across Gen Z are:

Diversity:

Gen Z is the most diverse generation in history. They do not aspire to diversity as a goal but have grown up with it and expect it to be reflected around them.

Flexibility & Balance:

This generation’s familiarity with mobile communication implies that the traditional routine of a 9-5 workday is increasingly alien to them. Gen Z emphasizes blending work and life through remote options and a flexible schedule.

Entrepreneurship:

The impacts of the financial crisis and successes of online startups have had a powerful influence on Gen Z. Compared to previous generations, they are much more likely to say they wish to start their own business and place less value on low-risk, stable career paths.

Tips to Drive Employee Engagement for Gen Z

Transparency and Purpose

Gen Z are used to accessing information on demand and tend to look deeper into issues they care about. As employees, they will expect the same from their organizations and will gravitate towards authenticity and openness. They are better engaged by organizations that provide transparent decision-making processes and connect employee tasks to larger goals.

Leverage Technology

Keeping Gen Z engaged in their workplace means incorporating modern communication and productivity software into their routines. This generation is likelier to build relationships and collaborate digitally than other groups. Tedious manual processes and outdated systems also prove incredibly frustrating to Gen Z. Organizations can boost employee engagement by providing automated processes, collaborative software and a culture open to continuous upgrades and changes.

Increased Social Responsibility

Research at Deloitte points to increased social consciousness as a defining trait of Gen Z. Beyond working for a successful organization. Gen Z strongly values working somewhere that makes a positive impact. They are strongly motivated when these positive impacts align with the core goals of their organization. Communicating a mission with social responsibility at its core can increase loyalty and employee engagement. Small steps, like investing in a committed recycling program or periodic charity drives, can help boost morale.

Flexibility and Adaptability

Gen Z employees value personal freedom and are willing to question established ways of doing things. They prefer a workplace that focuses on objectives and increases the room for innovation in the processes. One area where this is significantly pronounced is their desire for remote work options and flexible schedules. Organizations can better engage Gen Z by creating defined targets while allowing workers to customize the processes as long as they deliver results. They can demonstrate their commitment by adapting organizational policies and providing technology to support employee innovation.

Improved Feedback

Perhaps because they have grown accustomed to frequent instantaneous communication, Gen Z craves more opportunities for feedback. They are used to an atmosphere of short, quick points of communication that foster teamwork and collaboration. Routine formalized performance reviews, while still valuable, leave too much ambiguity in the interim. Gen Z employees are more engaged by frequent follow-ups to individual tasks that confirm they are on the right track. In addition, they also hope to chat with leaders often to share their experiences and suggestions.

Understanding Gen Z

As Gen Z enters the workforce, they seek dynamic environments where they feel they can make a difference. Though the Gen Z wave has yet to crest, it impacts how organizations engage their workforce. Knowing what propels employee engagement for Gen Z will help organizations prepare for the future and ride the demographic wave to success. Rather than guessing how engaged your organization’s Gen Z workforce is, Flex Surveys has the tools to help shed light on this distinctive workforce segment. Flex’s expertise can help your organization by providing analysis and insights into Gen Z’s unique values and priorities.