3 ways to retain your Gen Z employee | Andrei Adam | TEDxMcGill

Summary

The video discusses how to retain Generation Z employees, who are known for short job tenures. The speaker identifies three key factors: flexibility, a valuable in-person office experience, and growth opportunities. Gen Z values control over their work schedules, prefers hybrid or remote work, and seeks personal and professional development. Companies can increase retention by offering flexible work environments, improving office spaces, and providing clear career growth paths. Leaders who listen and adapt to Gen Z's needs will foster loyalty, reduce turnover, and build a productive and engaging work culture.

Takeaways

• 😀 Gen Z employees, born between 1997 and 2012, are expected to represent almost a third of the workforce in North America within the next decade.
• 😀 Gen Z has a much shorter average tenure than older generations, with their average employment span being just two years, compared to over eight years for Baby Boomers.
• 😀 Despite high turnover rates, studies show that with the right conditions, most Gen Z employees would stay with a company for five years or longer.
• 😀 Gen Z employees highly value flexibility in their work environments, including the ability to work remotely, hybrid, or fully in-person.
• 😀 A significant 90% of Gen Z employees expect the option to work in a hybrid model, and many would leave a job that doesn't offer this flexibility.
• 😀 In addition to where they work, Gen Z also wants flexibility in when they start their workday, with many preferring to begin after the traditional 9 AM.
• 😀 Gen Z employees also value shorter, more frequent breaks throughout the day, like mental health breaks and 'sleep-in mornings,' to maintain productivity and work-life balance.
• 😀 Offering food in the office can significantly increase Gen Z employees' willingness to work in-person, with free food (e.g., coffee, snacks, lunch) motivating them to commute to the office more often.
• 😀 A dedicated, assigned seat in the office is highly preferred by Gen Z employees, as it helps create a sense of ownership and community in the workplace.
• 😀 Gen Z values the opportunity for professional growth, and employers who provide clear career advancement paths, mentorship, and the chance to work on passion projects are more likely to retain them.
• 😀 Clear communication about promotion criteria, along with mentorship and professional development opportunities, can help Gen Z employees feel like they’re progressing in their careers, increasing retention rates.

Q & A

What is the main reason why Gen Z employees are less likely to stay with one employer for long periods of time?

Gen Z employees are less likely to stay with one employer for extended periods due to their desire for more flexibility, growth opportunities, and a workplace that aligns with their values and needs. The average tenure for a Gen Z employee is just two years, which is lower than previous generations like Baby Boomers and Millennials.

What are the three main themes identified in the research for retaining Gen Z talent?

The three main themes identified are flexibility, the office experience, and growth opportunities. These themes focus on providing work environments that cater to Gen Z's need for autonomy, appealing office spaces, and clear paths for personal and professional development.

How does flexibility contribute to Gen Z employee retention?

Flexibility is crucial for Gen Z because it allows them to work in ways that best suit their lifestyle, such as hybrid work options, flexible start times, and the ability to take short breaks for mental health. Organizations that offer these options tend to see better retention and higher employee satisfaction.

Why do Gen Z employees value hybrid work options, and what would make them leave a company over this issue?

Gen Z employees value hybrid work options because it allows them to balance their personal and professional lives more effectively. A majority of Gen Z employees would consider quitting or rejecting a job offer if the company did not offer flexible work arrangements or forced them to work in a single way (either fully in person or fully remote).

How can organizations improve the office experience to retain Gen Z talent?

Organizations can improve the office experience by offering amenities like free food, assigned seating, and creating spaces that foster relationship-building and a positive culture. Gen Z employees also value social events, such as team bonding activities, that make the office a more appealing place to work.

What role does food play in encouraging Gen Z employees to come into the office?

Offering free food significantly increases the likelihood of Gen Z employees coming into the office. It helps eliminate the hassle of planning meals, saves time and money, and creates a more appealing office environment. The more food options provided, the greater the positive impact on employee retention and office attendance.

Why do Gen Z employees prefer assigned seating in the office?

Gen Z employees prefer assigned seating because it creates a sense of belonging and consistency. Having a designated spot allows them to sit with their work peers, enhancing collaboration and reducing the discomfort of not knowing where to sit.

What is the importance of mentorship for Gen Z employees in their career development?

Mentorship is crucial for Gen Z employees because it provides them with guidance, helps them navigate their career paths, and fosters both vertical and lateral growth within the organization. A mentorship program that pairs young employees with senior leaders and peers helps them develop professionally and feel supported.

How can organizations show Gen Z employees that their work is meaningful?

Organizations can show Gen Z employees that their work is meaningful by regularly communicating how their tasks contribute to larger company goals, offering them time to work on passion projects, and organizing community engagement activities. Showing the bigger picture helps Gen Z see the value of their contributions.

What strategies can leaders use to align with the ambitions of their Gen Z employees?

Leaders can align with the ambitions of their Gen Z employees by actively listening to their goals, creating personalized development plans, and providing clear promotion criteria. Leaders who demonstrate a commitment to helping Gen Z employees achieve their career objectives are more likely to retain them long-term.