Ways HR Is Thinking About Attracting And Retaining Gen Z Talent

A global pandemic and a potential US recession are reshaping the workforce, but Gen Z’s influence may exceed both.

Top HR executives are taking notice and adapting their recruiting and employee management practices around not only the needs but the desires of this young segment of employees. It’s a clear generational divide, said Don Robertson, executive vice president and chief human resources officer at Northwestern Mutual.

“This generation is not like previous generations, they know, they want to make an impact,” he said. “They want to engage with leaders, they want to have conversations, they want it to be very personal and very intimate.”

Robertson said the professional intimacy and connection that Gen Z seeks in the workplace is causing a break in the traditional employee-leadership relationship.

After living through the COVID-19 pandemic, which modernized the way they learn and work, Gen Z is charging through the workforce and reimagining what it means for companies to care for their employees is imagining

These young workers are marked by their willingness to hold down jobs that do not provide adequate personal support and professional development. Experts say the key to retaining them for years to come is making their work about more than a nice salary.

His questions are very direct.

Apple Musney, Vice President and People Partner chipotlehas divided the major needs of this young generation into three areas.

“It’s mental wellness, an equal and socially responsible workplace, and then pay,” she said.

Musney said that although these three aspects of a job are something that previous generations also considered important, Gen Z has turned these characteristics of the workplace into “a must and a business necessity rather than a nice to have.”

As the pandemic forces Gen Z into remote learning and work environments, the need for employers that can accommodate growing mental health concerns is a key deciding factor for Gen Z applicants.

What’s often missing from these conversations, Robertson said, is providing space for workers to have autonomy over not only their work but their lives as well.

According to Robertson, companies can help reclaim that control by allowing employees to be flexible about things like mandatory office days and adjusting their schedules to allow parents to attend to caregiving responsibilities. Can do

States such as New York and California require companies to list salary ranges in order to bring more transparency to pay.

“I think whether it’s on the job description, as some states have mandated, or through the hiring process, pay transparency is important,” Musney said.

However, this is just one part of a plan to attract talent, she said. The key to retention is offering a clear path for growth within the organization.

“Salary is one of the benefits that allows you to attract, but I think what really retains talent is the opportunities for growth, the culture that we have in our organization, and then our employee value proposition.” To continue to develop, and meet teams where it matters most,” Musney said.

Robertson agrees, adding that along with these growth opportunities, the most important thing for Gen Z workers is to provide them with opportunities to engage.

“It’s about building relationships, helping them grow and creating inclusivity,” he said. “They want to be involved, they want to make an impact, and they want to be a part of something that is making an impact.”

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