With all my years of experience and based on both formal and informal engagement with the different generations, it was quite a shocker for me to realise that there is a generation that lives with the mantra “I don’t send”. This is the generation that instantly recalibrates if they don’t see what they are looking for in a company. Managing Gen Zs takes special skills, especially in the workplace. By the way, Generation Alpha (for those that have kids growing up), is way ahead of us. Watch out!!
Before I digress…..back to my main gist…..our Gen Zs….hmmm. This is the generation that lives and breathes questioning the status quo but the beautiful thing about them is…. it’s all about working smart and enjoying the soft life (me rolling my eyes, very lazy generation) unlike my generation that strongly believes in hard work and enjoys the sweat of our labour.
So how do we retain Gen Zs in Transcorp?
1. We create a positive culture that allows Gen Zs to feel connected to the brand. Here at Transcorp, we see ourselves as a family and this stems out of the 3Es, of being approachable and employee-oriented, Employees are not afraid to express themselves during meetings or when engaging with senior executives. There was a time a colleague (Almost Gen Z) sent an email that a Millennial or Gen X would usually take time to consider before clicking the send button, It raised some dust but in the end, the issue was addressed in a town hall meeting by the President/GCEO and the employee felt better.
Still speaking on culture, you need to provide a diverse and inclusive workplace, where we allow Gen Zs to harness their passion, and this is leveraged to add value to the business. For example, we have a team member who loves interior décor. Another loves to take pictures and these tasks are not related to their core roles but we found ways to get them to use that passion to add value to the business. Their eyes light up as though you have given a child ice cream when such tasks were assigned to them lol.
2. Offer opportunities for continuous learning, Gen Zs get bored easily, give them the opportunity for continuous learning and this does not mean it has to be under the four walls of a classroom. Coaching a new skill excites them and they are eager to explore and find ways of improving what is being taught. Trust me, after a while you become the student and they begin to teach you. They will probe or ask so many questions that you begin to ask yourself if you indeed know what you are teaching, again, lol. So be ready and equipped with the right answers and don’t start what you cannot finish.
3. Provide regular feedback. Gen Z(s) crave feedback on their performance, therefore, regular performance checks and reviews are encouraged and during those reviews provide constructive feedback that can help them feel valued and supported, because for them career advancement is key.
4. Walk the talk because Gen Zs will hold you accountable. Whatever you say to them make sure you deliver on your promise, believe me when I say they don’t forget, Oh yes they will remind you of what you may have even forgotten about and they are not afraid to ask you when the time comes. They are simply waiting in the shadows to hold you accountable, so don’t fail them.
Create fun in the workplace. We need to keep this generation excited and part of what needs to be done is to create different experiences that keep them going. If they perceive your organization as boring, they won’t stick around to become leaders of tomorrow in it. Looking for Ideas? Visit @humansoftranscorp’s Instagram page.
In summary, we need to learn that retaining Gen Zs requires patience and constant engagement. Do not try to become them, they will see it as “doing too much”. Do not try to change them either or your organisation will be “giving shackles”. No two Gen Zs are the same so constantly engage them and assist them in their development as people and professionals. Once this is established, as line managers you get the best of them and maybe they will teach you the soft life in return.
