Back in the day, workers were often expected to stay in their jobs for the long haul, receiving incremental pay raises and promotions over time.
However, in recent years, the workforce has undergone a significant shift, with younger workers in particular expressing a desire for more personal and professional development. This is particularly evident in Gen Z workers, who are willing to leave jobs that fail to provide enough development opportunities.
This adjusted employers’ approach to employee care, with HR executives now recognizing and adapting recruitment and constructive management strategies to meet the wants and needs of the younger workforce.
Don Robertson, the executive vice president, and chief human resources officer at Northwestern Mutual said in a CNBC report that the Gen Z talents want to be included and they want to be part of something that could make an impact.
Therefore, to retain these young workers, it is crucial to ensure that their jobs are not just about money.
Apple Musni, the vice president and people partner of Chipotle has broken down the primary job preferences of Gen Zs which include mental well-being, a fair and socially responsible work environment, and compensation.
Musni emphasized that although the previous generation also deemed these three factors as significant, Gen Z has transformed them from merely desirable workplace characteristics to indispensable business necessities.
Along with valuing purpose, Genz expects fair compensation and benefits for their work.
Employers can also attract Genz talents by providing access to the latest resources and technologies, such as mobile apps, cloud-based software, and social media platforms.
Recognizing and addressing these needs, HR professionals can attract and retain the new generation of workers.