{"id":1131,"date":"2020-11-02T13:54:36","date_gmt":"2020-11-02T13:54:36","guid":{"rendered":"http:\/\/sage-people-scraping-gb.local\/?p=1131"},"modified":"2023-12-15T14:58:58","modified_gmt":"2023-12-15T14:58:58","slug":"5-ways-attract-retain-generation-z-talent","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-gb\/blog\/5-ways-attract-retain-generation-z-talent\/","title":{"rendered":"5 ways to attract and retain Generation Z talent"},"content":{"rendered":"
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\n\t\t\t\t\t\t\tPeople & Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
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\n\t\t\t\t\t\t5 ways to attract and retain Generation Z talent\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

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\n\t\t\t\n\t\t\t\t\"Headshot\t\t\t\tCharlotte Penny<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

Generation Z: tech-savvy, socially conscious and highly ambitious.<\/p>\n\n\n\n

This is the latest generation to enter the workforce \u2013 and for some, the most valuable.<\/p>\n\n\n\n

While Generation Z, the cohort born after 1995, are only in their late teens and early twenties right now. And they are quickly establishing themselves in the workforce.<\/p>\n\n\n\n

Many businesses value Gen Z workers for their technical abilities, excellent communication skills and ability to adapt quickly to new situations<\/a>.<\/p>\n\n\n\n

As they\u2019re expected to make up more than 20% of the global workforce in the next five years<\/a>, the time for HR and People teams to start working on an acquisition and retention programme for these rising stars is now.<\/p>\n\n\n\n

Yet with Gen Z already placing high demands on the business world \u2013 requesting everything from flexible working to the latest technology at work \u2013 how can HR and People teams work out the best strategies?<\/p>\n\n\n\n

Here\u2019s five areas to get started.<\/p>\n\n\n

\n\tRequest a free, live demo of Sage People and discover how it can help your organisation attract the best people, retain your key talent and increase productivity<\/a>\n<\/div>\n\n\n\n\n

1. Adapt (quickly) to flexible working<\/strong><\/h2>\n\n\n\n

Gen Z continues the trend established by the millennials before them \u2013 they want their jobs to be totally flexible.<\/p>\n\n\n\n

This generation has grown up and been educated not knowing a world without internet access and instant communication, thanks to mobile.<\/p>\n\n\n\n

Being \u2018always-on\u2019 means Gen Z are already clued up on the importance of switching off.<\/p>\n\n\n\n

So if your organisation is still focused on securing employees on permanent contracts, if you offer a typical vacation package, and if you still equate performance with being in the office between 9am and 5pm, Monday to Friday, you can forget hiring top Gen Z talent.<\/p>\n\n\n\n

Instead, ask questions and listen to what Generation Z applicants want in terms of flexibility.<\/p>\n\n\n\n

For instance, many Gen Z employees prefer to be measured on performance, rather than time. They believe so long as they are delivering high-quality work, it doesn\u2019t matter how long they spend in the workplace.<\/p>\n\n\n\n

So if you can offer them a delivery-based contract rather than demanding 40 hours per week of their time, or allow them to work anywhere and anytime, you are more likely to attract them \u2013 and get the best from them in the long run.<\/p>\n\n\n\n

2. Offer financial incentives<\/strong><\/h2>\n\n\n\n

Growing up in the wake of the 2008 crisis and following recession has made Gen Z financially prudent.<\/p>\n\n\n\n

By the time they enter the workforce, many Generation Z-ers will be looking to pay back high student debt, mounting healthcare costs and increasingly unaffordable housing.<\/p>\n\n\n\n

This is why many prefer to take a cautionary approach to spending and saving.<\/p>\n\n\n\n

According to research from UK-based finance company Zopa, 40% of Gen Z-ers consider saving to be \u2018fundamental\u2019.<\/p>\n\n\n\n

Therefore, Gen Z is more likely to pay attention to not only the salary, but the full range of financial incentives on offer at your company.<\/p>\n\n\n\n

When it comes to workplace benefits, things such as healthcare and dental insurance are more likely to appeal than meaningless perks.<\/p>\n\n\n\n

3. Help them develop their careers<\/strong><\/h2>\n\n\n\n

Jobs for life may be a thing of the past, but Gen Z don\u2019t seem to mind.<\/p>\n\n\n\n

Instead of seeking security in one job, they prefer to treat themselves as an investment, which means they relish the opportunity to learn as much as possible.<\/p>\n\n\n\n

As they see it, the more they learn today, the more valuable they\u2019ll be to employers in the future.<\/p>\n\n\n\n

This means companies offering learning and development opportunities will be more likely to hang on to top talent.<\/p>\n\n\n\n

In fact, Sparks & Honey found the number one factor attracting Gen Z employees to jobs was the opportunity for career advancement.<\/p>\n\n\n

\n\tDownload your free guide, 6 ways to create amazing workforce experiences<\/a>\n<\/div>\n\n\n\n\n

4. Invest in technology<\/strong><\/h2>\n\n\n\n

Having never known a world without the internet, it\u2019s no surprise Generation Z is sometimes nicknamed the \u2018iGeneration\u2019.<\/p>\n\n\n\n

This generation is more adept at communicating than any that has ever existed before.<\/p>\n\n\n\n

Generation Z have been using instant messenger applications, social media and email since a young age \u2013 meaning they\u2019ve been practising written communication skills for pretty much their whole lives.<\/p>\n\n\n\n

This makes them extremely valuable, especially in roles that require a high level of communication such as customer services, sales and marketing.<\/p>\n\n\n\n

However, you will only stand to benefit from these skills if you give your Gen Z staff the tools they need.<\/p>\n\n\n\n

Make sure you use technology that helps, not hinders, your workforce in their roles.<\/p>\n\n\n\n

Use cloud technology<\/a> that means they can work anywhere, anytime. Use systems that automate admin tasks across the whole organisation, freeing up time to concentrate on the things that matter.<\/p>\n\n\n\n

5. Take care of their wellbeing<\/strong><\/h2>\n\n\n\n

Mental health is a big topic right now among HR and People leaders, and Generation Z are taking notice. They\u2019re increasingly looking for employers who show they care about mental health issues.<\/p>\n\n\n\n

According to the Stress in America<\/a> survey from the American Psychological Association, as many as 37% of Gen Z respondents have already encountered stress and burnout in their jobs.<\/p>\n\n\n\n

Employees experiencing high levels of stress are more likely to miss days of work, feel disengaged, and leave jobs earlier than people who experience less stress.<\/p>\n\n\n\n

Having an effective stress management programme at your company is not only essential for helping you to retain top talent \u2013 it also helps to attract employees from other companies who feel stressed out.<\/p>\n\n\n\n

Showing employees that you care about their mental health through positive action is one of the most positive \u2013 and cost-effective \u2013 changes you can make.<\/p>\n\n\n\n

Ultimately, don\u2019t generalise  <\/strong><\/h2>\n\n\n\n

When we talk about managing different generations, we must remember that everyone within those age ranges are different \u2013 so while you may be trying to attract and retain Gen Z talent, it still pays to take a personal approach.<\/p>\n\n\n\n

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Want to attract the best people, retain your key talent and increase productivity? Request a free, live demo of Sage People and discover how it can help you achieve your goals.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tRequest a free demo<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n\n

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Join more than 500,000 UK readers and get the best business admin strategies and tactics, as well as actionable advice to help your company thrive, in your inbox every month.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tSubscribe now<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

In five years, Generation Z will make up 20% of the workforce. Is your company prepared to attract and retain top Gen Z talent?<\/p>\n","protected":false},"author":1660,"featured_media":16363,"menu_order":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[10],"tags":[45,41,159],"business_type":[3],"lilypad":[],"context":[],"industry":[],"persona":[69,71],"imagine_tag":[163,92,217,96],"coauthors":[406],"class_list":["post-1131","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people-leadership","tag-employee-engagement","tag-hr-process","tag-midsized-business","business_type-medium-sized-business"],"sage_meta":{"region":"en-gb","author_name":"Charlotte Penny","featured_image":"https:\/\/www.sage.com\/en-gb\/blog\/wp-content\/uploads\/sites\/10\/2023\/09\/GettyImages-1357880802.jpg","imagine_tags":{"163":"Employee benefits","92":"HR and Payroll","217":"HR processes","96":"Medium businesses"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice UK","distributor_original_site_url":"https:\/\/www.sage.com\/en-gb\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/posts\/1131","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/users\/1660"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/comments?post=1131"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/posts\/1131\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/media\/16363"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/media?parent=1131"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/categories?post=1131"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/tags?post=1131"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/business_type?post=1131"},{"taxonomy":"lilypad","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/lilypad?post=1131"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/context?post=1131"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/industry?post=1131"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/persona?post=1131"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/imagine_tag?post=1131"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/coauthors?post=1131"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}