{"id":5763,"date":"2021-06-15T09:52:18","date_gmt":"2021-06-15T08:52:18","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=5763"},"modified":"2021-06-24T11:22:00","modified_gmt":"2021-06-24T10:22:00","slug":"the-whys-and-hows-of-attracting-and-retaining-gen-zs","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/the-whys-and-hows-of-attracting-and-retaining-gen-zs","title":{"rendered":"The why\u2019s and how\u2019s of attracting and retaining Gen Z\u2019s"},"content":{"rendered":"\n

You\u2019ve heard the term \u2018Millennial\u2019s\u2019, either you\u2019re a millennial yourself or you\u2019re currently working alongside them because they make up 50% of the UK workforce. What you may not be as familiar with are the \u2018Gen Z\u2019s\u2019, born between 1995 and 2012. Yup, they\u2019ve come of age and are now entering the workforce. (How time flies!<\/em>) <\/p>\n\n\n\n

Interestingly, there are some stark differences between millennial\u2019s and Gen Z\u2019s<\/a> which will positively impact the workplace, but with this comes a need for change in the way employer\u2019s retain and attract them. <\/p>\n\n\n\n

According to studies, Gen Z\u2019s are more motivated, optimistic and innovative than Millennial\u2019s, having missed the impact of growing up in a global recession, but living through a pandemic that merged the physical and digital world. \u201cThey\u2019ve never drawn a distinction between the physical and the digital world. For them, whether online or offline, the critical element is that you can seamlessly move between each. They\u2019re leading this shift in consumer behavior with their digital fluency and articulating nothing less than a new paradigm for digital experiences.\u201d (BusinessWire<\/a>)<\/p>\n\n\n\n

Gen Z\u2019ers are also savvy with advanced technologies like AI, and are driven to address social and environmental issues through the use of technology. Similar to millennials, they\u2019re purpose-driven, interested less in salary and more in social impact. <\/p>\n\n\n\n

Understand and demonstrate your purpose and their role in achieving it <\/strong><\/h2>\n\n\n\n

As purpose-driven individuals with a strong desire to reverse the social and environmental challenges of our time, Gen Z\u2019ers are much more attracted to an organisation\u2019s purpose and impact on the world. Their thought pattern is \u201cwhat are you doing to make the world a better place, and what role can I play in making that happen?\u201d To attract and retain <\/p>\n\n\n\n

Gen z\u2019s, organisation\u2019s need clearly defined goals and objectives. This is incredibly important to Gen Z\u2019s who want to know their role in the broader organisational vision. <\/p>\n\n\n\n

\u201cGen Z<\/em><\/a>\u2019s  are a huge, diverse generation and the fastest growing group of employees, customers, and voters,\u201d said Jason Dorsey, President at The Center for Generational Kinetics. \u201cAs we\u2019ve seen over the past three studies, this generation thinks and acts VERY differently. Their connectedness, their ability to navigate change quickly and their desire to have a positive impact on the world are all reflected in their higher expectations of technology and organizations.\u201d<\/em><\/p>\n\n\n\n

Personalise the working experience <\/strong><\/h2>\n\n\n\n

Gen Z\u2019s have never known life without the internet, they\u2019re highly reliant and comfortable with advanced technologies and form no distinction between the physical and digital world. For this reason, employers should find more <\/strong>digital-savvy ways to recruit and retain them. For example, a great tool to retain Gen Z\u2019s, is pulse surveys, Inpulse\u2019s employee engagement surveys <\/a>are not only AI-driven but also focus on emotion, both features that align greatly with Gen Z\u2019s and Millennials too. Through pulse surveys employers are able to personalise their relationships with their people to better understand their feelings and needs collectively within the workplace, which inspires individual conversations about career goals and needs. <\/p>\n\n\n\n

\u201cPersonalisation will herein be a major differentiator, explained John Atherton, Head of Leadership Development, Assessment & Succession at Korn Ferry for the UK and Ireland. <\/em><\/p>\n\n\n\n

Younger people are now getting larger responsibilities earlier in their careers, so it\u2019s vitally important to understand what is driving younger generations and what kind of support they need. To do this organisations need to differentiate their workforce according to different needs and at the same time connect on an individual level with people\u2019s sense of purpose.\u201d (<\/em>ConsultancyUK<\/em><\/a>)<\/em><\/p>\n\n\n\n

Place greater importance on Diversity and Inclusion<\/strong><\/h2>\n\n\n\n

To attract and retain Gen Z\u2019s, companies and employers must want to drive change, preferably both socially and environmentally, but Gen Z\u2019s are particularly aware of organisation\u2019s values regarding diversity and inclusion. <\/p>\n\n\n\n

\u201cDiversity is the watchword for Gen Z: Diversity matters to them through many dimensions, not just isolated to race and gender but also related to identity and orientation. Companies that can better represent the spectrum of differences in their external branding\/marketing are much more likely to diversify their talent pipelines.\u201d (<\/em>Deloitte<\/em><\/a>) <\/em><\/p>\n\n\n\n

Strengthen communication and give regular feedback <\/strong><\/h2>\n\n\n\n

What\u2019s more, Gen-Z workers want clear expectations, evaluations and communications. When it comes to their job description, 60% of Gen-Z employees expressed the desire to have clarity on the expectations and parameters of their jobs. When it comes to feedback, 60% of Gen-Z workers want direct, frequent communications and check-ins with their supervisors for performance evaluation.<\/p>\n","protected":false},"excerpt":{"rendered":"

You\u2019ve heard the term \u2018Millennial\u2019s\u2019, either you\u2019re a millennial yourself or you\u2019re currently working alongside them because they make up 50% of the UK workforce….<\/p>\n","protected":false},"author":2,"featured_media":5807,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-5763","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"acf":[],"uagb_featured_image_src":{"full":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash.jpg",781,650,false],"thumbnail":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash-150x150.jpg",150,150,true],"medium":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash-300x250.jpg",300,250,true],"medium_large":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash-768x639.jpg",768,639,true],"large":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash.jpg",781,650,false],"1536x1536":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash.jpg",781,650,false],"2048x2048":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash.jpg",781,650,false],"widget-thumbnail":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash.jpg",75,62,false],"post-thumbnail":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash.jpg",781,650,false],"share-image":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash-781x630.jpg",781,630,true],"tiny":["https:\/\/thirteencreative.co.uk\/inpulse21\/wp-content\/uploads\/2021\/06\/eliott-reyna-8ExW1R3DiYM-unsplash-150x150.jpg",150,150,true]},"uagb_author_info":{"display_name":"Inpulse Team","author_link":"https:\/\/thirteencreative.co.uk\/inpulse21\/author\/inpulse-team"},"uagb_comment_info":0,"uagb_excerpt":"You\u2019ve heard the term \u2018Millennial\u2019s\u2019, either you\u2019re a millennial yourself or you\u2019re currently working alongside them because they make up 50% of the UK workforce....","_links":{"self":[{"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/posts\/5763","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/comments?post=5763"}],"version-history":[{"count":3,"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/posts\/5763\/revisions"}],"predecessor-version":[{"id":5808,"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/posts\/5763\/revisions\/5808"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/media\/5807"}],"wp:attachment":[{"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/media?parent=5763"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/categories?post=5763"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/thirteencreative.co.uk\/inpulse21\/wp-json\/wp\/v2\/tags?post=5763"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}