Gen Z is growing older, which means many Gen Z’ers are officially entering the workforce. This demographic transition is already changing the workforce, and will continue to do so for years to come. In fact, experts predict that Gen Z will make up 30% of the labor force by 2030.
One might expect that hiring managers are focused on bringing in Gen Z employees. However, this is not always the case; many hiring managers struggle to connect with Gen Z, resulting in high turnover rates for young employees.
Two other factors impact the hiring gap in addition to friction between managers and employees. One of these factors is changing workplaces following COVID-19. Between March 2020 and April 2021, Gen Z experienced a 79% increase in layoffs compared to other generations. The second reason is misaligned career expectations between employees and employers, which has led to many Gen Z’ers quitting their jobs before a year has passed.
However, 52% of early-career employees say that their turnover could have been prevented. How can hiring managers do this? There are several steps that can make a noticeable difference. To begin, managers should establish clear expectations of the role and salary. They should also promote transparency, respect, and connection. Well-established communication is also critical to retaining Gen Z employees.
Although many hiring managers struggle with Gen Z employees, there are many ways to improve the hiring and retention process. Implementing these methods can go a long way in forming strong connections between disparate generations in the workplace.
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Source: Abode HR