Tackling Declining Engagement Among Gen Z and New Hires: Strategies for Organisations
During our analysis of client data from the first half of the year, we’ve identified two trends that we thought we would share and discuss: the declining engagement levels among Gen Z and the high turnover among new hires.
The Decline in Engagement Among Gen Z
Gen Z, born between 1997 and 2012, bring a unique set of values and expectations to the workplace. They prioritise meaningful work, personal growth, alignment with organisational values, caring managers and flexible working arrangements. The decline in their engagement can be attributed to several factors:
- Feeling Unsupported: Gen Z employees often feel that they lack the necessary support from their managers and colleagues. This can manifest as insufficient guidance, lack of mentorship, inadequate resources and even a lack of feeling cared about.
- Disconnected from Organisational Values: This generation seeks alignment between their personal values and the company’s mission. When there is a perceived disconnect, it leads to disengagement.
- Lack of Personal Growth Opportunities: Gen Z places a high value on continuous learning and career development. The absence of clear pathways for growth can result in decreased motivation and commitment.
- Burnout: Whilst most Gen Z employees started work as remote workers (accelerated by the Covid-19 pandemic), and prefer it, the line between work and home life is often blurred leading to burnout.
- Mental Health Challenges: Increased stress and anxiety have significantly affected Gen Z’s mental health. This generation is more likely to seek workplaces that support mental well-being.
Strategies to Re-engage Gen Z Employees
- Enhanced Support Systems:
- Mentorship Programmes: Establish mentorship programmes where experienced employees can guide and support Gen Z team members. Regular check-ins and feedback sessions can foster a supportive environment.
- Training and Development: Invest in comprehensive training programmes that provide both technical skills and soft skills. This not only enhances capabilities but also shows a commitment to their growth. Also provide training for managers to improve their ability to connect more effectively with their teams.
- Aligning Organisational Values:
- Transparent Communication: Clearly communicate the company’s mission, values, and goals. Ensure that these are not just words on a wall but are actively demonstrated in daily operations.
- Involve Employees in Decision-Making: Encourage Gen Z employees to participate in decision-making processes, particularly those that affect the company’s direction and culture. This can create a sense of ownership and alignment with organisational values.
- Promoting Personal Growth:
- Career Pathways: Develop clear and attainable career pathways within the organisation. Provide opportunities for lateral moves, promotions, and professional development.
- Continuous Learning: Encourage a culture of continuous learning by offering access to courses, workshops, and conferences. Support their pursuit of further education and certifications.
- Addressing Burnout and Poor Mental Health:
- Hybrid Work Models: Implement flexible working arrangements that allow for a blend of remote and in-office work. This can help mitigate remote work fatigue.
- Mental Health Support: Offer mental health resources, such as counselling services, wellness programmes, and mental health days. Promote a culture where taking care of one’s mental health is encouraged and supported.
- Set Boundaries: Advocate for a work-life balance that respects contractual work hours – especially when working remotely.
The High Turnover Amongst New Hires
The high turnover rate among new hires can be a significant drain on resources and morale. Several factors contribute to this trend:
- Lack of Integration: Ineffective onboarding processes can leave new employees feeling isolated and unsupported.
- Poor Fit: The rush to fill positions during the post-Covid era and the Great Resignation may have led to hiring individuals who are not the best fit for the roles.
- Unrealistic Job Expectations: New hires might have been given a skewed or overly optimistic view of their roles during the hiring process, leading to dissatisfaction when the reality does not meet these expectations.
- Cultural Misalignment: New hires may struggle to integrate into the company culture, especially in remote or hybrid working environments.
Strategies to Retain New Hires
- Improved Onboarding Processes:
- Comprehensive Onboarding: Develop a thorough onboarding programme that goes beyond initial training. Include cultural integration, introductions to key team members, and ongoing support for the first few months.
- Buddy Systems: Pair new hires with experienced colleagues who can act as their go-to person for questions and guidance.
- Setting Clear Expectations:
- Realistic Job Previews: Provide candidates with a realistic preview of the job during the hiring process. This can include detailed job descriptions, a tour of the workplace, and meeting potential colleagues.
- Regular Check-ins: Schedule frequent check-ins with new hires to discuss their progress, address any concerns, and ensure their expectations are being met.
- Ensuring Role Fit:
- Thorough Recruitment Processes: Refine recruitment processes to ensure a better fit between candidates and roles. This can include more competence interviews and skill assessments.
- Trial Periods: Implement trial periods where both the employee and the organisation can assess the fit before making a long-term commitment.
- Cultural Integration:
- Team Building Activities: Organise regular team-building activities to help new hires bond with their colleagues and feel part of the team.
- Cultural Onboarding: Include a strong focus on the company culture during onboarding, ensuring new hires understand and align with the organisation’s values and practices.
Conclusion
Tackling declining engagement among Gen Z and new hires requires a multifaceted approach. By enhancing support systems, aligning organisational values, promoting personal growth, improving onboarding processes, setting clear expectations, ensuring role fit, and fostering cultural integration, organisations can foster a more engaged and committed workforce. Taking these steps will not only improve retention but also contribute to a more positive and productive work environment.
If your organisation is facing challenges with declining engagement and high turnover, now is the time to take action. Our team at The Survey Initiative is ready to help you assess your current situation and implement tailored strategies to boost engagement and retention. Contact us today to learn how we can support your efforts to create a more engaged, committed, and thriving workforce.
References:
https://www.thehrdigest.com/gen-z-employee-engagement-on-the-decline-a-worrying-trend-ensues/
https://www.viqu.co.uk/news/high-turnover-of-staff/