I’m only going to use the term ‘great resignation’ once in this article (there—I just did it). Because, actually, this buzzword has largely come to suggest that the reason why so many employees—more specifically Gen Z ones—are quitting en masse (let’s call it the ‘great unfriendment’) has something to do with the after effects of the pandemic and/or the Gen Z worker’s supposedly low attention span. However, I believe there is a much bigger reason for this collective walk-out—yes, low pay and a surplus of job openings has something to do with it, but have you considered that it could mostly be down to a lack of engagement?
For, while many from the previous few generations (and even the current one) are content to put in the 9-5, collect their paycheque and wait for the weekend, those employees who see work as a means to fulfil a purpose and make an impact need more from their jobs than just a salary.
Here are three things you can do to keep those most valued team members motivated and committed to your business:
1. Make sure your company has a conscience
Businesses love stating their ‘mission and values’ on their website and plastering it on the walls of their offices, but if those principles are just for show then there’s no point having them. Gen Z’s are particularly socially-conscious individuals—they believe in equality and are vehemently opposed, and alert, to any form of discrimination. Having been born into a world of political unrest, conflict and uncertainty, as well as onto a planet in the midst of a climate crisis, the typical Gen Zer not only tends to buy from brands who reflect a shared consciousness, they also want to work for companies who recognise these social and environmental issues exist and are, in one way or another, doing something about it.
So, make sure the ‘mission and values’ your business abides by are less about positive PR and profit-making and more about the bigger picture. Be open and inclusive, understand your impact, and try to be as green as possible.
Photo by Brooke Cagle on Unsplash
2. Offer everyone a means to grow
Stagnation is another major reason why a valued team member is likely to leave your company. If they’re feeling like they’re not progressing, or they’re being stifled in some way, they will go looking for an environment where their talents are better recognised and nurtured.
And I say ‘valued’ team member, because it’s the ones who consistently over-deliver who need to be assured there’s room for growth. All companies have those employees who are happy to get the job done and go home, and they’re fine to fill the numbers and keep things ticking—but if they resign they’re easily replaceable. But those who are ambitious and want to improve their skills and be given more responsibilities are rarer, and you need to make sure you’re offering them clear opportunities to advance.
Whether it’s sending them on training days, setting up a mentoring programme, contributing to tuition fees or paying for online courses, an investment of money and time to make your eager-to-learn team members better is only going to create a stronger, more adept and loyal workforce.
3. Be flexible and compassionate
Post-pandemic, it’s clear that most employees either want to remain working from home or adopt the hybrid model. This is especially the case with Gen Zers. So, unless you run a company where people need to be physically at work five days a week, it’s a grave mistake to call your employees back to the office full-time. Accept that the previous model of five days in the office is obsolete and move on.
Unfortunately, studies have shown that Gen Zers are currently the most depressed and anxious generation. In recognition of this, make sure mental wellness forms an intrinsic part of your company culture. If you’re able to, contribute to their counselling or therapy, regularly check in on each member of your team, particularly if you notice they’re down, and just basically be a kind, decent and understanding leader.