Attracting and retaining Generation Z talent
Matt Campbell discusses Generation Z, and what organizations need to consider when adapting their talent model to this new generation of workers.
The digital agenda and employee expectations reveal the need for a modern talent management strategy that can withstand the accelerating pace of constant change and prepare for the workforce of the future. Much has been written about the unique qualities Baby Boomers, Generation X, and Millennials bring to the companies they work for. Now entering the workforce is Generation Z (people typically born between 1995 and 2000), and companies have much to learn about these new kids on the block as they bring their own distinctive talents and qualities to their jobs.
Research shows that Generation Z likes a fun atmosphere at work and wants flexibility in their work structure. Many would be entrepreneurs; others see themselves pursuing a variety of career paths at once or being able to move around in an organization to explore multiple opportunities.
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As Generation Z takes its place in the workforce, organizations must adapt their talent programs to accommodate the traits of these new workers so they can continue to attract and hire the best and the brightest among them. To better to accommodate Generation Z, companies should consider implementing or revamping their talent management programs.
The organization that can create and adapt fulfilling career paths, robust learning and development and resource management programs, strong employee value propositions, innovate performance management processes, and effective leadership development will be well positioned for future success with Generation Z and future workforce groups. Contact us to learn how to get started.