Attracting and Retaining Gen Z Employees

There’s been a lot of talk about Gen Z in the workforce. In the third quarter of 2023, the share of Gen Z workers in the labor force surpassed that of Baby Boomers for the first time, according to the U.S. Department of Labor. If you are not familiar with who Gen Z, or Generation Z is, precisely, they are composed of those born between 1997 and 2012.

As they continue to enter the work force, attracting Gen Z is critical to companies investing in their future.

Gen Z: A Connected Generation 

To understand how Gen Z behaves in the workplace, it’s important to take a look at the environment that they grew up in.  While Gen X was being raised during the computer revolution, Millennials saw the expansion of the internet as they grew up. While previous generations have had to adapt to a digital age, for Gen Z, connecting through mobile devices has primarily been their default. In 2007 the iPhone launched. By that time, the oldest Gen Zers hadn’t even entered middle school.

It’s clear that screens have the attention of Gen Z. While other generations may prefer email or phone calls to touch base, Gen Z tends to lean towards instant messaging.

Remote Work Options 

For a majority of Gen Z, work-life balance isn’t just nice to have, it’s a priority. Many may prefer remote work or hybrid work positions. Flexible scheduling, if it works with the role, may also be appealing to Gen Z candidates.  

Creating Career Paths for Gen Z 

Going against popular stereotypes, a research report by Udemy found that 65% of Gen Z are motivated by professional development. Developing solid career paths for Gen Z can potentially help you retain talent with this new, motivated group of workers. Here are some more strategies to consider:

• Creating a learning platform
• Cultivate a mentorship program
• Offer reimbursement or stipends for continuing education

Impact, Careers, and Gen Z    

While Gen Z is motivated by pay, they will seek out roles that make a difference for causes that are important to them. These causes or issues can vary from person to person, but could include things like the environment, mental health, access to education, food insecurity, disability inclusion, and more. Whatever the cause, Gen Z wants to feel like their job makes an impact on the community around them.

Companies can underscore the impact and importance of job roles, and any giving back initiatives they have. If you have any volunteering opportunities, feel free to highlight them.

Compensation & Benefits 

While you are reviewing the ways your company can attract talent, don’t forget to take a thorough review of your employee benefits.

Whether your business has never offered benefits, or you are looking for a more comprehensive plan, we can work with our carriers to offer you plan options. If you are looking to offer vision and dental benefits for your employees, we would be happy to discuss options with you. We have partnerships with the nation’s leading global carriers as well as regional insurers to offer a variety of plans. We also offer employer-based programs for medical, life, disability, worksite benefits, and more.

Encourage Two-Way Communication 

Gen Z values environments where they can voice their ideas and feel heard. As an employer, you can facilitate this, as well as provide regular feedback. Recognize their contributions to the team.

Key Takeaways for Hiring Gen Z 

As Gen Z continues to enter the workforce, companies who are hiring or planning to hire should take a look at their hiring and onboarding process.

Gen Z values work-life balance and grew up using the latest technology. Companies that offer remote work or hybrid positions will likely attract a younger generation of candidates. Motivated to learn and grow in their jobs, Gen Z likes to know that there are opportunities to gain more knowledge and skills as they advance with their position. This new generation also likes to know that their job is positively impacting issues that they connect with, like the environment or food insecurity. Finally, make sure that your company provides a place where employees can provide feedback, ideas, and open communication.

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This article is for general informational purposes only and is not to be relied upon or used for any particular purpose. Cross Insurance shall not be held responsible in any way for, and specifically disclaims any liability arising out of or in any way connected to, reliance on or use of any of the information contained in this article. The information contained or referenced in this article is not intended to constitute and should not be considered legal, insurance, accounting or other professional advice, nor shall it serve as a substitute for the recipient obtaining such advice. The views expressed in this article are that of its author and do not necessarily represent the views of Cross Financial Corp. and its subsidiaries and affiliates (“Cross Insurance”) or Cross Insurance’s management or shareholders.