Coming out of a pandemic, the next generation of employees has been infiltrating the workforce, and they’re changing the game. While the norm for older generations had been to stay with the same company for 10-20 years, Gen Z is not afraid to quit when their standards aren’t being met. And with them having barely set roots in the workforce before the pandemic hit, Gen Z is less attached to any one organization and more willing to job-hop, even as worries of a recession loom overhead. With that being said, companies that want to keep their Gen Z employees need to make sure that what they’re bringing to the table is worthwhile.
An essential part of a workplace culture that Gen Z tends to look for is one that encourages a healthy work-life balance. Gen Z has been criticized for “quiet quitting”, meaning they will only fulfill the work that’s required of them and no more than that. While this may frustrate managers who want to see their employees use their full potential at work, it’s actually a symptom of a deeper issue.
Expecting an employee to give 110% all the time is the equivalent of ordering them to burn themselves out for the sake of productivity. If an employee is “quiet quitting”, it may be a form of self-preservation in the name of having the time and energy to enjoy themselves outside of work in a way that’s more fulfilling than binging Netflix shows every night. Chances are that if your employee is “quiet quitting”, it won’t be long before they leave in favor of a new job that gives them the extra flexibility they need to have a healthy work-life balance.
Even though “quiet quitting” makes sense in terms of avoiding burnout, it doesn’t mean that the employee is satisfied with their work. For whatever reason, this employee has become disengaged from the organization, and you will have to find a solution that encourages them to stay engaged and satisfied with their job. Otherwise, you may need to find a replacement soon.
While external validation of a job well done is a popular tip for managers who want to retain employees, the younger generations crave internal validation as well. Gen Z is already known for valuing mental health and inclusive workplace culture, so it should be no surprise that they will feel more satisfied with a company that also aligns itself with those values. Meet with your employees individually and actively listen to what they need to succeed. Not only can needs vary drastically from person to person, but they can also shift over time. Check in routinely with your employee to learn if/when their needs change and work together to address these changes. Making sure employees feel heard and understood in the workplace will help increase their sense of belonging, ultimately leading to more engagement on the job.
Connecting with Gen Z employees in a genuine way that ensures they feel like they belong within the company’s culture will take time, but it is sure to encourage retention in the long run.
