How to support your Gen Z workers

Did you know that 20% of the UK’s current working population was born after 1996?

These Gen Z workers differ notably from older workers in their values and experiences, and these differences are often misunderstood.

Often termed ‘digital natives’, they grew up with computers and the internet being an integral part of daily life. Radically different to Millennials, Gen Z has an entirely unique perspective on careers and what constitutes success in life and in the workforce.

Combine this with the challenge of entering the workforce during a pandemic, and it’s no surprise that Gen Z workers are the cohort most likely to want to change jobs. So what can you do to retain and nurture them?

What are the challenges for Gen Z?

Half (50%) of Gen Z people in the UK report feeling stressed or anxious all or most of the time. Alongside worries about their long-term financial future and the welfare of family, 31% are worried about their career prospects.

The pandemic wasn’t easy for anyone, but with many younger workers unable to afford the physical space that made lockdown bearable for older workers, Gen Z found it much more difficult to separate work and leisure.

The pandemic also hit at a time when Gen. Z workers would normally be establishing themselves in a workplace, learning from others and building relationships with colleagues. Working from home made this much more difficult.

Gen Z also has a different perspective on employment. As well as having less belief in business, the pandemic has given this generation a sharp sense of how businesses balance protecting workers and protecting profits.

In the post-pandemic ‘Great Resignation’ trend of workers handing in notice, Gen Z employees are the most likely to leave their jobs. The challenge for Gen Z and their employers is to make roles engaging and rewarding. Fail to do so, and younger workers will soon be looking for a career change.

How can employers support Gen Z workers?

Ensuring Gen Z workers feel valued and engaged will be essential for keeping hold of them and for maximising their talents when they’re with you. There are a number of practical steps and considerations organisations can take:

Prioritize People
BSI’s Prioritizing People model creates a framework for organisations to unlock individual potential and build long-term organisational resilience. By following the pathway set out in the model, organisations can help create the culture of support and trust that Gen Z workers want.

Recognise each other’s strengths
Gen Z may have tech skills and knowledge that exceed that of their managers, but older workers have the experience and job-related skills that younger workers are yet to develop.

Facilitate flexible working
Tech-savvy workers are fully aware how easy it is for work to be carried out remotely. Workers may vote with their feet if you do not offer flexible working.

Review workloads
Younger workers often feel they need to be ‘always on’ - regular check-ins can ensure they do not allow work to spill over into weekends and evenings.

Set out a path for progression
You’re more likely to keep younger workers if you show them how they can progress within the organisation. There may be dull tasks at the start, but they need to know it’s leading somewhere.

Offer regular feedback
Younger workers are accustomed to a world of social media and constant feedback, so they might want more regular input from managers than an annual review.

Offer short-term development
With 94% of employees reporting that they’d stay longer at a company if it invested in their career development, short-term learning and development courses are a popular and effective way of ensuring employees stay engaged.

Consider health and safety arrangements
Workers are as likely to have an accident in the first six months in the workplace as during the rest of their working life, and Gen Z staff who are new to the workforce may need additional support.

How standards can support your approach

Standards provide a framework for developing policies that support younger workers and can contribute to developing a workplace that keeps them engaged and supported. Relevant standards include:

• BS ISO 45001 Occupational health and safety management systems
• BS ISO 45003 Occupational health and safety management - psychological health and safety at work
• BS ISO 30415 Human resource management, diversity, and inclusion

While Gen Z have their own particular needs from their employers, it’s also important to consider the needs of older workers. Read our recent blog to find out how standards can help you release the potential of older workers.

For any other questions about standards to support your approach, BSI Members can get in touch with the Knowledge Centre’s information experts. Just one of the benefits of BSI Membership.