Reaching the Next Generation in the Workplace
Throughout my childhood, I remember that my mom got up for work every morning and was out of the house often before my siblings and I were even awake. She worked at the same company for over 20 years. While she works somewhere else now (though in the same industry), her longevity with a singular company is reflective of many Baby Boomer and Gen X workers.
But as any manager in today’s world could tell you, what worked to retain Boomers and Gen X—like pensions and a gold watch on retirement—isn’t working with Millennials and Gen Z. It’s left many wondering how to reach the next generations in the workplace. These are our top 4 strategies to reach the next generation in the workplace.
Top 4 Retention Strategies
I’ve found that many managers are quick to complain about the laziness they feel plagues Millennials and Gen Z. It’s true that younger generations have unique challenges. By the same token, there are challenging employees and unique issues facing each generational cohort.
It’s useful to no one to pretend these challenges don’t exist. The reality is that Millennials and Gen Z do struggle with particular issues, just as the generations before them. However, managers can still reach these generations and work with employees to create an environment where both the employees and businesses thrive.
I spoke with leaders at North American Signs about how to reach the younger generations in the workplace. Here are their insights:
- Celebrate and utilize the unique skills and passions they bring to the table. As we all know, Millennials and Gen Z have a proclivity for technology and social media since they grew up around it. They also have a passion for supporting businesses and causes that are important to them. This crosses over to the workplace as well. Research shows that younger generations want to work for companies with meaningful missions and that support good causes, not simply companies offering minor perks that are largely concerned with the bottom line.
- Assume a growth mindset with appropriate boundaries. Younger employees, particularly Gen Z, have copious amounts of youthful creative energy and excitement. Employers and managers can harness this energy to revitalize the workplace processes and culture. However, that energy and excitement must operate within boundaries. Young adults in the workplace need the space to be creative and find their gifts, but within workable guardrails and with the guidance of managers and mentors.
- Set clear expectations. Even though this one goes hand-in-hand with setting boundaries, setting expectations clearly communicates the boundaries of the work. Most importantly, setting clear expectations communicates the consequences if the expectations aren’t met or if the boundaries are crossed. I’ve heard managers in various educational forums articulate frustration with younger generations. Further discussion revealed that, in many cases, a lack of communicating expectations led to discontentment for both parties.
- Give young managers space to find their unique leadership style. Many Millennials (and sometimes Gen Z) are now people-managers. So upper-level managers and C-suiters can help younger managers grow by providing mentoring and allowing them to discover their unique version of leadership. Check out our blog on how leaders can coach and mentor employees.
Ultimately, following these guidelines communicates to younger generations that their leaders genuinely care about them. Reaching th next generation in the workplace will help create a space where employees of all generations, roles, and passions can thrive.
Check out our other blogs on workplace best practices.