What would you estimate are the top strategies to motivate, develop, and retain Gen Z employees? What influences these workers that differentiate them from others? As the world of work changes, so does the workforce. A new generation of job seekers is entering the workforce, and employers need to learn how to appeal to them if they want to attract top talent. These workers view work as more than just a job – it’s a place where they can learn and grow, and they’re not afraid to switch careers swiftly if they can find something that’s a better fit for them.

Gen Z often questions and explores diverse opinions on a topic before coming to their own conclusion. For example, instead of asking a new employee to read an onboarding document, ask them to read it and then suggest ways to improve it. Some generational shifts also include less formal communication, high empathy, and an understanding that people’s lives come before the company’s needs. These workers tend to have a large cross-section of interests and hobbies outside of work and want to continue to prioritize these. They are multi-faceted and don’t live to work. The current rigidity of many career paths will need to be modified to include and embrace cross-functional roles.

Gen Zers want to be constantly learning and growing, so ensure your company offers programs that help employees do just that. Create an environment that encourages collaboration and teamwork. These workers thrive in collaborative environments. Develop an open space structure that provides flexibility where people can gather together and brainstorm ideas. Gen Z are known for being entrepreneurial and independent thinkers, and they value companies that are willing to let them take risks and try new things. Turn tasks into problems for your teams, add a ‘why’ to each task. If you can create a work culture that appeals to all of these things, you’ll be sure to attract top talent from Gen Z.

What is Gen Z and how are they different from previous generations

Who is this cohort? Gen Z is the generation born between 1995 and 2010 and make up the youngest members of today’s labor market. Companies stand to benefit from considering their values and identifying ways to adapt to their needs, without neglecting other generations in their workforce. These workers strive for meaning and importance in their work, such as climate change, wealth inequality, how they can have a significant impact and make a difference in the world. DEI is key for them, where diversity and inclusion are prioritized and championed in an organizational culture.

When it comes to job growth, they want to be in a position where they feel challenged and continuously developing new skills. Invest in learning and development and promote rotational programs to allow Gen Z to evolve, be challenged, and grow. Collaboration and autonomy is also key! Encourage team projects to allow them to showcase their contributions, while also allowing for autonomy and independent assignments.

How do you attract top talent from Gen Z

So how can you attract and engage top talent from Gen Z? First, keep the job application process short! Offer easy and fast application portals to keep them engaged throughout each step of the process. Ensure the physical environment of your firm allows for some open office space, aligning with their expectations in collaboration and communication. Provide regular feedback in lieu of annual performance reviews. They have grown up accustomed to receiving quick updates in every facet of their life. Embrace social media and technology in the workplace. As digital natives, they expect it everywhere, including at work.

Be creative

Empower them to perform at their full potential! Consider these insights when assessing your current workplace culture and values, as successful recruiting and retention will depend on it. They are unique from other generations not because they have ‘evolved’, but because they have grown up with varying opportunities and challenges. Generational categories represent attitudes, interests, beliefs and experiences. Gen Zers crave transparency everywhere and expect frequent employee communication and feedback. Recognize their accomplishments. Keep things simple and informal, creating a sense of balance, community, and belonging. What else would you add towards improving employee motivation with Generation Z?