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July | 2023
Business
In addition, Gen Zers want to
enjoy some autonomy when it
comes to their work, which can
be a bit unsettling for employers.
"Because they have little or no work
experience," Ginder adds, "it can
be challenging for an employer to
provide that autonomy." One way
is to allow experimentation within
boundaries. ere is a trend toward
normalizing failure as a learning
tool, moving everyone forward on
the skill path.
Also, avoid awarding promotions in
name only. "Gen Zers will see through
'title infl ation,'" Ginder says. "It may
be attractive at fi rst, but because
these folks value transparency, it will
eventually fall fl at. And then they're
going to be disillusioned and job hop
a lot quicker."
Will these approaches help reduce
employee turnover? Maybe, but no
matter what the company policy, Gen
Zers are unlikely to possess the same
job loyalty as previous generations.
" eir loyalty won't be to a job or an
employer but to themselves, their
careers, and what they want out of
life and their responsibility for
achieving it," says Verchota.
FINDING
CHAMPIONS
Gen Zers also diff er in their
preferred sources for instruction.
"Older generations tended to look
for guidance from people who had
years of work experience," says
Gibbs. "Gen Zers, though, tend
to look to their peers. So, rather
than having an expert tell them how
to do something, it can be more
eff ective to fi nd a 'champion' in their
age group whom you can turn into
a superstar, and let that person be
the communicator."
"IT'S SMART TO PROVIDE VIDEO CONTENT, SHORT
BITS OF TRAINING THAT LAST ONLY TWO TO THREE
MINUTES. PROVIDE BITE-SIZED INFOTAINMENT TO
HELP DROWN OUT OTHER DISTRACTIONS SUCH
AS SOCIAL MEDIA."
Michael Gibbs
