{"id":15156,"date":"2023-09-25T09:18:01","date_gmt":"2023-09-25T09:18:01","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/6-best-ways-to-retain-them\/"},"modified":"2023-09-25T09:18:02","modified_gmt":"2023-09-25T09:18:02","slug":"6-best-ways-to-retain-them","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=15156","title":{"rendered":"6 Best Ways To Retain Them"},"content":{"rendered":"
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Gen Zs are taking work by storm\u2014with increased demands and heightened expectations. They also have tremendous job mobility and majorities of them say they are likely to quit or hop to new jobs for all kinds of reasons.<\/p>\n

This is critical because the labor shortage makes all workers important\u2014and especially Gen Zs for their fresh viewpoints and new energy. In addition, done well, hiring a Gen Z provides the opportunity to train, develop, coach and gain commitment to your company and your culture.<\/p>\n

But given the patterns of Gen Zs\u2019 work, you\u2019ll need to work hard to hang onto them\u2014designing work experiences which pique their interest and hold it over time.<\/p>\n

Job Mobility and Ambiguity<\/h2>\n

Of course, rather than thinking of Gen Zs as job hoppers or quitters, it\u2019s more positive to identify them as having significant career mobility. Companies are struggling to find and keep the best talent, and Gen Zs\u2019 potential and runway result in them having plenty of opportunities.<\/p>\n

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Importantly, Gen Z faces unique challenges in finding careers which are most fulfilling for them\u2014in a period where great work is a moving target. They are entering the workforce during a period of reinvention and rethinking related to even the most fundamental elements of when, where how and why people work. But they lack a clear reference point for the experience of work.<\/p>\n

Born starting in 1997 (according to the Pew Research Center), they haven\u2019t known a \u201cnormal\u201d world of work. The youngest Gen Zs graduated from college in 2019 just prior to the pandemic and for those who graduated in 2020, they were deprived of even a typical college graduation.<\/p>\n

As they moved from university to work, many had jobs which were cancelled, they started jobs and were furloughed or began their work and were sent home from the office. As Gen Z finds their way in the world of work, they don\u2019t have a point of comparison for how work used to be\u2014and they are having to get their bearings in an ambiguous and amorphic landscape of work.<\/p>\n

What Gen Zs Want<\/h2>\n

Work is an important part of life. It\u2019s where people express their talents, make contributions to others and feel like they matter in terms of their impact on the world.<\/p>\n

Contrary to the view of Gen Zs as the generation who wants to work as little as possible or shirk responsibility for work, 97% report work is an important part of their identity. In addition, they report they want to innovate, have an influence on society and keep learning.<\/p>\n

They also want to have fulfillment in both their work and their life and to achieve success and recognition. Most also prioritize financial stability and aspire to start their own business, according to a poll by ResumeLab.<\/p>\n

Who\u2019s Hopping<\/h2>\n

But at the same time they value work and have meaningful career aspirations, they aren\u2019t settling down into companies or organizations\u2014at least not yet. In fact, according to ResumeLab, 83% of Gen Z employees consider themselves to be job hoppers, and 75% would leave a job even if they didn\u2019t have another one waiting.<\/p>\n

And Gen Zs have high levels of job mobility regardless of whether they hold a degree. In fact, 77% of those without a degree and 92% of those with master\u2019s degrees considered themselves to be job hoppers.<\/p>\n

This translates into the largest proportion of those surveyed (43%) reporting that they only plan to stay at their employer for two years. In addition, 34% have already had two jobs and 23% have had three.<\/p>\n

Women tended to have fewer jobs than men and those who worked at larger companies tended to stay with their jobs longer than those employed at companies with 50 or fewer employees.<\/p>\n

So how can you motivate Gen Z to join, stay and make their best effort and contribution? There are a few key things that will matter most, according to the data.<\/p>\n

1 \u2013 Give Them Meaningful Work<\/h2>\n

At the top of the list for motivating Gen Z is to provide work they find meaningful, satisfying and fulfilling.<\/p>\n