My fellow BabyBoomer and GenX business leaders are often at a loss for words and solutions in finding new talent and then keeping it in the long run. It is more challenging than ever. It isn’t merch and perks that keeps them coming back to the workplace day after day. It isn’t even necessarily about compensation either. In my research and personal experience all generations just differ in their emphasis of what they are looking forward to getting at work. Key difference lies in how especially GenZ and Millennials react when they do not get what they seek. They will not come, or at a minimum, they will not stay. Merely trading time for money is not their thing. Here is a list of top three job criteria they are looking for in a career:
- Purpose and perspective: No generation before has been this concerned about making sure that their value is somehow a good match with that of the company’s. In a recent LinkedIn survey 87% of GenZ professionals would be ok leaving a company if the alignment was not there. They would leave even without having lined up another job yet.
Does your company have a greater purpose for itself? How are employees engaged in impacting community, other fellow employees, and their customers for the better? Key here is offering a greater deal of transparency and open dialog of how and what the company does and how employees may be able to impact the outcome. - Career pathways: This is a point that most GenX and BabyBoomer leader-managers just does not understand. They rose through the ranks by ways of working long hard hours even if it meant that they had to carve out their own way how to get there.
Not so with the younger generations. On average they will give the more tenured folks a puzzled look: “If you have figured this out a long time ago, how come you did not document that so I can use it for training and onboarding?”. GenZ and Millennials prefer that there is a planned structure for learning the job they were hired to do. And they expect that someone figured out a process and structure how to make (fast) progress in moving up the career ladder. Are they sometimes a bit too optimistic how fast they can acquire the needed experience and skill sets? Absolutely. They are not wrong though about a business having a plan how to upscale their operation. The workforce should have priority one. - Flexible work time and place: I find this totally confounding, but there are still a lot of leader-managers who gauge performance with what I call bum-in-chair-time.
Those are the ones who are getting bent out of shape when folks roll in at 8.06am instead of 8am – sharp. You also see no issue with expecting the very same folks to stay longer if a job did not get done completely. Move on! More important is that the job is getting done and no messes are left behind for co-workers and customers. Period.
The only exceptions are shift workers. I totally get it when a line gets bogged down because someone did not show up on time.
The same is true for where your folks work. If you don’t have to be in the office to do your job, why would you waste time, fuel, tolls, etc to do so? We can figure out a balance between working from home and being at the office for meetings and other company culture building events.
I wish I could see some of the reactions this post will trigger, when some of the frazzled GenX and BabyBoomer business leaders read it. I highly recommend you dedicate a little time to ponder when you will commit time to work on developing the needed changes in your organization. Give it a few years and you may be the last one putting out the lights as your employees have either finally fully retired, or they have left you for more impactful careers elsewhere. It’s your choice. My recommendation would be to stop fighting fires and work on your business – not just work in it.
You don’t have to take my word for it. Here is an article that provide a little more flavor to this topic:
Overwhelming majority of Gen Z workers would quit their jobs over company values, LinkedIn data says
Ralf