Gen Z is increasingly willing to reject assignments – or even employers – that don’t align with their values. Addressing this concern can help increase employee motivation and loyalty.
Communicate a clear organizational purpose to Gen Zers (provided it’s genuine!). Clarity around processes, responsibilities, and expectations also plays well.
Gen Z workers often struggle with traditional corporate working arrangements, so implement hybrid and flexible working arrangements where feasible.
Gen Zers aren’t known for respecting overly hierarchical structures. Let them manage their own time and work independently to foster trust and responsibility.
Gen Zers are hungry to grow, and their entrepreneurial spirit makes them keen to take on challenges and responsibility.
This cohort tends to have a high level of creativity and the ability to teach themselves new skills; qualities that employers can harness to good effect.
To attract Gen Z talent, large corporations should focus on improving work-life balance, providing leadership development opportunities, softening the hierarchical environment, and allowing the flexibility to think creatively and grow professionally.
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