Here at OV, we don’t put much stock into conversations about how each generation is so different. Often, what the media hypes as key differences usually amounts to life stages. Yet the entry of Gen Z into the workforce is coming at a time of general societal and work change, with a pandemic-forced shift to greater remote work. Born at a time where technology was embedded in their childhoods, Gen Z is well positioned to adapt to hybrid or remote work with greater digital fluency than previous generations but will also be on the lookout for ensuring that there are opportunities for growth and development. Organizations that are mindful of Gen Z’s approach to work will be better positioned to attract and retain this generational talent.
Gen Z employees prioritize mental health and wellness and are often more open about these concerns compared to other groups. Often, these employees are coming from educational or vocational programs that have established active mental health programs, so they expect it to be part of the workplace culture as well. Regularly checking in with employees to learn what kind of support structures would help not only helps organizations focus investments where it matters most but sends the message to their employees that wellness is important, and their feedback matters.
Creating an open and supportive culture around mental health builds trust and loyalty among Gen Z workers. They’re also looking for representation, wanting to see people that share similar backgrounds in upper levels of the organization. Research has shown that when an employee sees representation of folks ‘like them’ in leadership positions, and even better, has access to a mentor they closely identify with, they are much more likely to see a promising future for themselves in the organization. Establishing a comprehensive listening strategy that captures DEI&B can help identify challenge areas, while focused actions can send a strong message around the organizational commitment.
[Related Webinar: Implementing A Mental Health Program In Your Organization]
Gen Z's inclination towards collaboration and open communication is good news for survey practitioners. Members of this generation are accustomed to regularly providing feedback. Having a strong survey program, with robust communications that is transparent around why feedback is collected, how it will be used, and what outcomes the employee can expect to see will help boost participation. Strong technology that provides a seamless experience for users will be important; organizations might want to even consider using text message or QR codes to send out survey links, enabling employees to take the survey on any device they prefer.
Being mindful around employee needs won’t just help your company attract top talent, but it will also cultivate a workplace culture thriving on innovation, collaboration, and adaptability.