It’s no secret that among today’s employees, there is a huge gap between the most senior and the youngest employees. Social changes, changes in economic security, the web, the pandemic and a million other aspects have created a generation of younger staff who are looking for purpose, transparent dialogue, work-life balance, a regular path to advancement and more. Every recent generation (“lazy,” “entitled,” “naive,” etc.) has had certain insults leveled at it, and Gen Z is no exception. But the reality is the same as all the time: these employees are here to remain, with their experiences and expectations, and smart employers will learn to interact them. In this text, six business leaders share the strategies they have proven to be handiest in attracting younger employees.
1. Select open dialogue.
“I imagine that younger generations are more open in communicating their expectations. When I began my profession in 1998, being open and expressing my opinion was looked down upon as unprofessional, but I now realize that open dialogue helps determine whether expectations are aligned. During the recruitment process During the recruitment process, one candidate stated that traveling for work was not preferred. I knew the position required frequent travel, so it was easy to inform this person wasn’t the right fit. — Joyce de Lemos, co-founder, Gods
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