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New World of Work

How to Attract and Retain Talent Across Generations

By 29 October 2024No Comments

Remember when the big workplace debate was all about making room for Millennials? Well, blink once, and here we are, ten years later, with Millennials now seasoned pros and a fresh wave of Gen Z talent shaking things up. Today, we have a new line-up: Boomers, Gen X, Millennials, and Gen Z all working side-by-side. And each generation brings its own idiosyncrasies—unique values, work styles, and expectations—making it crucial for workplaces to have strategies that attract, engage, and retain everyone at the table, particularly when talent is so hard to find. So, here are some things to consider when building an environment where every generation thrives. Let’s dive in!

Who is Gen Z?

Born between 1997 and 2012, Gen Z workers range from early-career professionals to students nearing the start of their careers. This generation are known for having solid values shaped by rapid technological change, global social movements, and a pandemic. Clearly articulated in this McKinsey article, Gen Z are known for being digital natives, they are socially conscious, highly adaptable and prioritise mental well-being. Work for Gen Z isn’t just about the money; it’s an extension of their values and purpose.

What Matters to Gen Z in the Workplace? And is it really different from previous generations?

  1. Meaningful Work: Gen Z wants roles aligning with their values, allowing them to make a positive impact. While shared with Millennials, this desire for purpose-driven work is often more pressing for Gen Z, who are quick to challenge workplaces that don’t align with social or environmental responsibility.
  2. Diversity and Inclusion: As one of the most diverse generations yet, Gen Z expects an authentic commitment to diversity, equity, and inclusion (DEI). They look for workplaces that not only reflect this diversity but also take active, transparent steps to support it. Millennials paved the way here, but Gen Z raises the bar on authenticity.
  3. Flexibility and Work-Life Balance: Having grown up during the pandemic and witnessing its effects on mental health, Gen Z values work-life balance and flexible work arrangements. They tend to set clear boundaries to avoid burnout. While Millennials also prioritise flexibility, Gen X and Boomers tend to view it more as a perk than a baseline requirement.
  4. Opportunities for Growth: With a strong appetite for learning and development, Gen Z looks for continuous upskilling and clear career pathways. This drive is shared by Millennials, who seek similar growth opportunities, though Gen Z may prefer more frequent feedback and mentorship.
  5. Digital Efficiency: As true digital natives, Gen Z thrives in workplaces that embrace streamlined, efficient digital tools. Millennials also value digital solutions, though they’re often more adaptable to varying levels of tech. Gen X and Boomers are generally more focused on reliability and ease of use over cutting-edge tech (unless they specialise in the technology industry, of course).

While each generation finds these aspects important, their expectations and approaches differ. Gen Z, shaped by unique challenges and technological advancements, may prioritise purpose, inclusivity, and flexibility more emphatically. At the same time, older generations tend to focus on stability, reliability, and personal growth that supports long-term goals.

Designing Attraction and Retention Strategies for All Generations

Building an environment that appeals to all generations under one roof is key to nurturing a cohesive team. Here are ways to achieve this balance:

  1. Mentorship and Reverse Mentorship: Encourage cross-generational mentorship. Seasoned professionals share expertise, while younger talent offers fresh perspectives and digital knowledge. This fosters mutual respect and learning.
  2. Value-Aligned Company Culture: Promote a purpose-driven culture that connects across generations. For Gen Z, this might mean contributing to sustainability initiatives, while Boomers and Gen X may seek company stability and integrity.
  3. Career Development Tailored to Each Generation:
    • For Gen Z: Clear pathways, upskilling, and hands-on experience.
    • For Millennials: Opportunities for leadership and skill-building in a flexible format.
    • For Gen X and Boomers: Options for career progression or legacy-building, including leadership roles and mentorship opportunities.
  1. Inclusive Communication Styles: Adapt communication styles to fit the digital fluency of younger employees and the preference for face-to-face or formal communication among older generations. Using multiple communication platforms ensures everyone stays connected.
  2. Flexibility for All: While Gen Z and Millennials may prioritise flexibility, Boomers and Gen X can benefit too. Offering hybrid work, flexible working arrangements and wellness programs can bridge generational preferences and improve work-life balance across the board.

Creating an Inclusive Environment Where Generations Thrive

As we navigate a more complex generational landscape, the key is mutual respect and understanding. Embracing the strengths each generation brings fosters a collaborative, inclusive environment where every team member can contribute to their fullest potential.

By recognizing Gen Z’s evolving priorities and valuing each generation’s unique contributions, businesses can create workplaces where everyone feels valued, engaged, and motivated to grow. This is a BIG plus for any organisation facing skill shortages. Embracing the strengths of all generations not only broadens the skill set available but also cultivates a more adaptable and resilient team.

Pendragon Team