Recently, I was chatting with one of my Gen Z employees, just to see how things were going.
Eventually the topic of career goals came up.
I asked her what she considered ‘long term’. A calm and composed, matter-of-fact voice said: “One year.” Yes, one year is long-term now!
Bye-bye long tenure
Long gone, it seems, are the days of long tenure.
People who stayed in organizations were our parents’ or grandparents’ generation – people who took pride in being associated with a single company for their whole career. They demonstrated fierce loyalty through commitment.
Then GenX stepped in, putting in 10-15 years in the corporate grind before switching to a calmer job, realizing they wanted to make the best of their last couple of working decades.
Millennials then took the stage; this time with the idea of three-five years of work before switching things up. This generations have continued to move around every five years or so.
In short: we now see “long term” as a slowly shrinking phenomenon.
Rewriting the timeline
Now it seems that the newly-entered Gen Z, often referred to as Zoomers, has once again re-written the outlook towards long tenure.
Their parents, often secure and very involved, have sought to give this generation what they themselves often missed out on — the ability to follow their passions.
If they have the means, they often give their children the ability to pursue the “what if’s” they never got to.
You can see this freedom in the carefree nature of many Zoomers.
Taking a year off to consider options and ‘realign’ doesn’t bring the burden of stress and duty that may have weighed on their parents’ shoulders.
The “long run” has transformed from a proud sign of commitment to a red flag signaling a lack of creativity or even laziness.
So my employee’s response shouldn’t really be a surprise.
Why would you stay in the same job for more than a couple of years when you can be learning and growing in a new position?
A need for speed and constant learning
There are mountains of programs, research, and trials on how to retain Gen Z employees.
But that is thinking in a world that doesn’t exist anymore.
Forbes reports that job hopping is here to stay: The future of work is not centered on the pride derived from long tenure, but on the tangible value each experience can provide.
Working to make Gen Z mold to this old standard is a waste of resources.
Instead, leaders must adapt to fit the work style of the generation that is already stepping up to run the world.
So what’s the answer?
Contrary to what Facebook posts and fear-mongering articles will tell you, this new generation is not lazy.
Anyone who has worked with them can tell you they are incredibly bright, quick to learn, and eager to grow.
GenZ grew up in an age where speed is everything.
Social media provides instant gratification, endless information is available at the click of a button, and progress happens in the blink of an eye.
They are used to quick results and recognition. It’s no surprise that they expect the same in their work life.
They don’t want to remain in the same position if they don’t see it going anywhere.
They don’t want to do tasks that are repetitive with no new scenery.
Having grown up in a world of constant stimulation, they don’t want to get bored.
Instead of seeing long-term commitments, they see their career as a series of “career acts”.
Longing for growth, they desire to be in a constant state of learning and accomplishment. Along with this comes a need for recognition and upward mobility.
Most importantly, they don’t have a problem leaving if they aren’t getting that.
Here’s what works
Continuous feedback, regular check-ins on career progression, platforms with interesting ways of learning technology, cool projects with good depth of learning – these are all the things that get GenZ going.
The career progression path discussions we have with our employees (every 6 months, at the end of projects and annually), has set-in this visibility and growth pattern very well.
We see it work wonders in shaping up the employee’s future within the organization and retaining their interest and improving performance year on year.
Forget about bridging the gap
As GenZ joins (and takes over) the workforce, there are countless discussions circulating about how to bridge the gap.
How can we show them the way things work while intelligently communicating and understanding their needs?
But sometimes meeting in the middle is not the solution.
Bringing them to your side, to understand the work of yesteryear, is moving backwards.
Move to their side — the working world is almost their’s anyways.
Step into their world with empathy. The gap becomes forgotten when leaders take the initiative and go to them.
Step to them, and create a world of experiential learning, micro-successes, variety in tasks and flexibility in working style.
Value over long-term retention; it’s not the number of years, but what we can accomplish in our time with them.
Best ways to invest
So what should be our priorities when investing in these employees?
1) Value the culture
Surprised that they care? They care. This is not the culture of the old days, but a culture that doesn’t conform, leaves space for creativity, is less hierarchical, and is friendly and flexible. So, invest in coaching leaders to be mentors with a nurturing mindset. Invest in platforms and benefits that trigger innovative thinking. GenZ’s desire to learn can also be filled by upskilling initiatives, simultaneously fighting boredom off and equipping employees with valuable skills.
2) Highlight causes and purposes to stand for
GenZ loves to be associated with companies that have a strong stand on social issues, invest in social causes that matter, and contribute to the community they belong to, even prioritizing this over profit. Money isn’t always at the top of the list for GenZ, and they value companies that feel the same.
3) Focus on flexibility
One of those other things that often sits above money is flexibility. GenZ, reasonably, puts a higher focus on results rather than hours. The couch, a cafe table, a friend’s kitchen, or a train have all become legitimate places to do work. Hybrid work doesn’t impact performance, and can even improve retention. Give them space, give them options. Yes, it’s a risk, but what isn’t?
4) Level-up wellbeing
A healthier work-life balance promotes the “a time for everything and everything in its time” mindset. Unlike previous generations, Gen Z isn’t buying into the “help your loyal company with overtime and weekend work!” scheme. Gym discounts, yoga and mindfulness sessions, and fair parental leave speak volumes. Rather than motivate, inspire them in their 40 hours (yes, keep it to 40 hours!), and results will follow.
Moving with the tide
It really comes down to this: Gen Z wants to be on the move and get bored easily.
They change jobs at a faster rate than ever.
So, instead of trying to fight this trend, leaders should focus on how to get the most out of them while they’re here.
Understanding what motivates them, such as flexibility and up-skilling, can help keep them growing.
They’re the future of the workplace, and eventually, they’ll have it their way.
Leaders can get ahead of the curve by jumping on their side of the generational gap and empowering them in a new type of work environment.
Some will stay, some will go, and that’s OK.