LISLE, Ill. – July 15, 2024 – Generation Z, those born between 1997 and 2012, are entering the workforce in droves. With their innate comfort with technology and desire for purpose-driven work, engaging and retaining Gen Z talent requires a unique approach. Organizations must leverage technology strategically while also connecting employees to a meaningful mission.
Recent research from BambooHR shows 89% of employees who had effective onboarding are very engaged at work and have higher job satisfaction. Meanwhile, another survey from Muse found 80% of Gen Z and millennial employees said it is acceptable to leave a new job before six months if it does not live up to your expectations. This indicates the high turnover risk organizations face without thoughtful onboarding.
"Simply put, the way organizations leverage data to bolster an employee's experience across their employment lifecycle matters," says Dave Barnett, DeVry University's chief administrative office.
Human resources teams have an opportunity to leverage artificial intelligence (AI) and agile practices to transform how they operate to connect with all employees, especially Gen Z, and personalize their experience. Predictive analytics can identify flight risks early while pulse surveys provide real-time insights into engagement.
"AI can analyze employee data to predict the likelihood of attrition, allowing HR to develop retention strategies before top talent leaves. AI may also reveal connections between management practices and both positive and negative outcomes, giving HR actionable insights to share with leadership," Barnett argues.
Matching learning content to employees' strengths and development areas personalizes growth.
"Technology alone is not enough though. Employees, and a disproportionate number of Gen Zers, crave purpose and meaning in their work. They want to work for organizations whose values align with their own. Fostering a strong mission and culture focused on employee wellbeing and development is crucial for engaging and retaining today's talent," he adds.
Organizations must balance high-tech with high touch. While digital natives at ease with technology, Gen Z workers still seek human connection and mentorship.
"One way to build belonging and connect with all generations, including Gen Z, is through Employee Resource Groups (BRGs)," Barnett recalls. "BRGs offer a space for belonging and community. They can be places employees search for professional development opportunities, guidance from senior leadership and information about the company's policies and culture."
The next generation of talent prioritizes purpose, flexibility, and development. By leveraging technology strategically and connecting work to a meaningful mission, organizations can engage, develop, and retain Gen Z. With thoughtful onboarding, personalized growth opportunities, and a culture of care, Gen Z will become a workplace force.
