Why skills are not the most important thing when recruiting and attracting talent you hope to retain.
When you set out to hire a new employee for your company, you probably have a good idea of what sort of candidate you are looking for. The ideal candidate will have experience in the field, skills that fit the job, and up to date knowledge.
For many HR managers, finding and hiring talented and skilled people is the most important part, but there’s also one more factor everyone responsible for hiring should consider: Attitude.
At the moment, millennials and the generations following them are one of the most highly educated groups in the world1 so there is a lot of talent to choose from. However, talent is not enough.
For a good fit within your company culture and a successful long-term hire, studying the applicants’ attitude will be more important than what college they graduated from..
In the past, just finding the right talent with the required skills was a job in and of itself. Now there is an abundance of highly educated and qualified people to choose from, and it’s possible, even needed for anyone involved in hiring practices – whether you are an HR manger or a headhunter – to be more selective throughout the hiring process. When you’re trying to decide who to hire from a large pool of talented applicants, take a serious look at the attitude of each individual. For a good fit within your company culture and a successful long-term hire, studying the applicants’ attitude will be more important than what college they graduated from.
The importance of the right attitude in potential employees.
So, what should you look for in attitude? Think for a moment of yourself. If you would rather work with a naturally positive person over someone more aloof, you’re not alone. A 2015 study conducted at the University of Michigan found that a positive team offered more to a company than a more average team.2 Potential employees are beginning to understand how important attitude is to the workplace as well. 36% of professionals polled on Linked-In agreed that a positive attitude was one of the most important qualities employers are looking for.3
Positive attitude isn’t something someone can get a degree in, but it is something you absolutely need to look for when hiring an employee. This is because positive attitude very often brings with it positive qualities such as a collaborative spirit, an open-mindedness and a flexible approach, along with a proactive attitude towards taking responsibility and problem-solving. Those, along with any additional traits that are specific to your company culture, are more and more important in today’s workplace.
Positive employee's attitude is more and more important in today’s workplace.
Top 3 tips for finding positive attitude during the hiring process.
Not very many people put ‘positive attitude’ on their resume. In fact, the notion of positive attitude may even be misunderstood or trivialized. But a truly positive attitude is priceless for the future of your workforce and your entire organization. In order to figure out whether someone has a great attitude to go with the skills their position require, you may have to take a closer look at their person, how they act over the phone, by email as well as of course when they come through the door.
- Ask your receptionist.
When a potential candidate is speaking with you, they’re going to be on their best behavior. However, it is crucial to get a deeper understanding. So, can you find out how do they act when they think no one is looking? Your receptionist will probably come close to the answer, by watching the candidate before and after the interview. Pay attention to details.
- Ask them about their worst failure.
During the interview, ask your candidate what their worst failure was, and listen … less to the facts of their answers and more for attitude traits in their answer. For example, are they placing the blame on someone else? Are they justifying and giving excuses? Are they holding grudges and bitterness? Or are they taking responsibility for what happened? And have they learned from their failure? Watch their body language too: do they look away, are they fidgeting in their chair, and nervously twisting their fingers?
- Test for the attitude you need behind the skills, first hand.
For example, if you are looking to hire top performers that you need not to take no for an answer once on the job, then asking the applicant about it, is not nearly as revealing as getting them to demonstrate, indirectly of course. Test that very skill yourself. For example, try rejecting the person during the interview, say something like: “I do not believe you are right for this position” … and observe. Do they fight for the position? Do they sit forward and show you why they are the best? Do they demand an explanation? Do they do it gracefully? Or does it turn ugly? In sum, do they take no for an answer or do they show you the attitude you are hiring them to have with future clients and partners?
Attitude is one of the main skills of the future. In fact, it is the one that underlines and drives all other skills. It is attitude that can hinder or accelerate any other skill. Many companies nowadays hire based on attitude alone, and then train the skills they need into the employees they hire.
A great example of this is Southwest Airlines, who will find a position for any applicant that matches their company culture. Their forward-thinking hiring technique has grown the company from a fairly small airline to one of the biggest in the world. Although it may have started on a hunch, their methods are backed up by statistics. 89% of employees who leave a company, whether they quit or are fired, fail due to attitude.4 It turns out that for them, and I can imagine for many other companies – if not all, it is less expensive to train skills, than to keep losing skilled, bright and talented, however grumpy or out-right negative employees.
So, as an HR Manager, if you are having difficulty choosing which candidate is right for your company, choose the one with the best attitude. Skills are easy to polish up, and cheaper than having to search repeatedly for new employees over the long term. Skills are important, but attitude is everything.
Are you ready to find the best employees for your organisation? Download here the book The Power of Interactions and find some useful tips to choose people with the right employee’s attitude in order to take your organisation to the next level of success.
Align and Engage your entire workforce to achieve massive growth in your Organisation.
How can HR managers make use of these tools to successfully measure productiveness and engagement?
Workforce planning is a crucial part of HR Professionals’ toolkit. A survey discovered that insufficient workforce planning has stopped HR Professionals from reaching business goals. 73% of the leaders surveyed confirm that they have suffered talent gaps that resulted in missed business goals, due to poor planning of their workforce.1
In this post, we will go over some of the three workforce planning tools, discuss their use, and offer tips on how you can measure your employee’s productivity.
73% of the leaders surveyed confirm that they have suffered talent gaps that resulted in missed business goals, due to poor planning of their workforce
Here three of the most popular workforce planning tools.
This is an HR tool created to accommodate the demands of midsize companies. It can be utilized by anyone on the team, like company leadership, HR, and even employees. 75 percent of Namely clients claim it has raised employee engagement.2 It feels and looks similar to famous social networks, thus empowering employees to utilize self-service options.
BambooHR can be utilized for employee data management. This tool gathers and organizes data obtained throughout the whole employee life cycle. This is created to relieve the HR staff so they can concentrate more on people and less on processes. Employees are empowered through self-service features, allowing them the freedom to edit their personal details.
This planning tool provides a full talent acquisition suite, enhancing the hiring stage for everybody. The tool offers everything that hiring managers require creating a winning recruiting process, engaged workforce, and a superior candidate experience.
The key to successfully create an outstanding employee experience in your workplace is adopting a new mindset around your leadership role as an HR professional.
How to Measure Productivity and Engagement?
Here are some tips to put you on track towards measuring and strengthening engagement in your organization:
- Set a goal for employee engagement
You need to tie your goals to one of these three things:
- strengthen company culture
- build high-performance organization
- handle talent more efficiently
- Develop key metrics
Utilize your goal to determine the factors you will be measuring as part of your staff engagement survey.
- Communicate for transparency
Did you know that communicating continuously and clearly is vital at each phase of the engagement process? That will establish buy-in from employees. Therefore, make sure managers and leaders have the tools and solutions they need to keep communicating in as transparent a way as possible.
Workforce planning is obviously a complex and continuous process, that is also highly prone to changes in the market and within the talent pool Therefore HR professionals must remain flexible in their decision-making process, if they aim to win this war on talent.
Download here the book The Power of Interactions and make sure you don’t waste one tool that’s already at the reach of your hands! A tool that, when used correctly, it will help you align your teams, employees and your entire workforce.
Align and Engage your entire workforce to achieve massive growth in your Organisation.
The Top 10 Uncomfortable Situations that Millennial Employees Experience in an Open Plan Office.
Lots of employers have listened to expert advice and adopted an open-plan workplace. Often these companies are ahead of the game in their field and draw a largely millennial pool of applicants. Some of the promoted benefits of open plan offices include increased team morale and cooperation, and heightened creativity and innovation as employees share the space and with it are expected to explore ideas and share constructive feedback. Nevertheless, open-plan offices can definitely create uncomfortable situations for the employees that use them and consequently pose problems for management and hinder the positive effects of collaboration and social bonding.
Open plan offices can definitely create uncomfortable situations.
Frictions that employees face in an open-plan office.
Here is an overview of some of the most encountered frictions that employees face in an open-plan office:
- The open office layout is fraught with potential distractions. Co-workers chatting or making loud sales pitches, tapping on keyboards and listening to news broadcasts…all this noise can often make concentrating on your to-do list difficult.
- Gossip tends to run rife between colleagues, and spread faster in open-plan offices.
- That moment when you are done with all your tasks for the day but your colleagues are still working, and you might feel bad for leaving, even if it is not early!
- The office dynamic might change if someone is selected for a promotion over their colleagues, and still has to sit next to them every day.
- Avoiding workplace events like karaoke or happy hour – if what you really want is a quiet night at home to relax – gets harder when everyone at work is excited and tries to persuade you all day.
- Depending on the cohort that is occupying the office, sitting with a group of people for hours on end can be uncomfortable if no one is willing to communicate, since it feels like sitting with strangers almost! The flip side, of course, is when your colleagues are a little too comfortable sharing personal stories while you are trying to work, and maybe even expecting the same level of intimate sharing from you!
- Not everyone has the same attitude to tidiness and cleanliness and that can affect desks left with scattered papers and dirty coffee cups. The open office plan often includes shared desks for brainstorming and team meetings, but having to clean up a mess before using them can be perceived as disrespectful and annoying.
- Making friends and getting to know colleagues can be more overwhelming at the beginning in an open-plan office. Being “thrown’ in the middle of an open-plan can be more intimidating that joining a small group of people in a small office.
- This type of workplace layout can have you feeling like you are being watched most of the time and not only by your supervisor but also possibly by other colleagues.
- And last but not least, and possibly the most uncomfortable situation of all, is having a manager fire an employee when they both share the same open-plan space and still have to share the space during the notice period after the firing news. This is equally uncomfortable for both manager and employee!
Today, research shows that open plan oficce dicreases employee focus and productivity from 15% to 28%.
However, before you dismiss the open-plan office, know that those potential problems can be overcome and quite easily in fact. And furthermore, open plans have lots of benefits when done well. To find out more if the open-plan is for your company or not, and more importantly how to set yourself up for success with an open-plan office, click here.
While some of those top 10 uncomfortable situations are a nightmare for some, they are a dream come true for others. Think for example about the people – probably highly extrovert – that thrive in busy environments and do some of their best thinking with background noise. This makes those problems all the more hard to solve if you, as an Human Resources, Facility or Real estate manager is trying to solve them for your employees. My advice? Empower people to solve them by themselves for themselves. How you ask?
The key when it comes to overcoming almost any potential friction and problem in open-plan situations is to provide employees with two key ‘super-powers’: choice and control. This implies a mature level of design at two levels: architectural and managerial.
- Architectural Level
Provide employees a well designed workplace that offers a variety of work settings for employees to choose from so they can meet their specific needs for focused work, concentration, quiet, collaboration and social dynamics through out the day.
- Managerial Level
Create a culture where employees feel they have the power, the freedom and the control to indeed choose and make use of the spaces and work settings offered to them.
If you are curious to see how we have solved this open-plan case for our clients, download here AKKA’s Innovative Workplace Expert guide which will help you to achieve the right balance in between open plan office and close plan office.
Use your workplace as a strategic tool to attract and retain the best talent.
Top 10 Causes for High Millennial Employee Turnover in the Workplace
Predictions say Millennials are on their fourth job by the age of 311. This is crucial information for business owners, as Millennials will comprise nearly 75% of the workplace within seven years2. In past decades, people would switch jobs mainly because of company liquidations resulting in lay-offs. However, in today’s times, it seems changing career paths is a normal part of life. While the reasons for job-hopping aren’t always clear, there are some commonly accepted ideas as to why there’s such a high turnover of Millennial employees.
Millennials will comprise nearly 75% of the workplace within seven years.
Millennials will soon be the most educated working people in history. While some college graduates chose one major in the beginning and stuck with it, there were many who switched majors at least once and many more who completed more than one. Having this experience has led Millennials working the same job for an extended period of time to feel a sense of monotony and possibly boredom.
Job-hopping does have benefits, as it allows the person to diversify their work experience. Possessing a good deal of general knowledge is a great way to avoid career limitations or becoming stuck with one specialty. Indeed, Millennials cherish and even seek a wide exposition to diverse work experiences.
You’ve all heard it: “96% of businesses fail in ten years3”. Whether this is an accurate number or not, Millennials will not hesitate to switch jobs if they have any suspicion that the company is going down. Any trust issues with their current employer will lead Millenials to look elsewhwre. Many times the signs when a company is not performing well, are visible and when employees sense them it can lead to looking for new opportunities. Hence, adding to the high turnover of Millennial employees.
As with most other demographic groups, Millennials are always looking for opportunities to earn more money, but moreover, Millennials are sensitive to fair compensation. With the cost of living increasing, it’s important to have a job that pays well. In addition, Millennials value their own time and life-work balance and want to be fairly compensated for their contribution. And so, many will quit an existing job for better pay, that they may consider more fair.
It does depend on the personality type, but in general, most people are not satisfied with a job that offers no future growth. For Millennials, promotion opportunities are a must. If their current company has no growth opportunity to offer, they may choose to go work for a company that does.
96% of businesses fail in ten years.
Millennials tend to get bored easily, and this has lead to engagement levels that are at an all-time low. Gallup found that a mere 29% of millennials are engaged while working4. This means only three in ten are behaviourally and emotionally connected to their company and job.
Security & Loyalty
In past generations, many people achieved tenure, in fact, they aimed for it. However, the times have changed as the typical “tenure” for millennials is roughly 18 months. This trend has been attributed to a lack of security and loyalty in the workplace. Whatever the reasons, it highly affects turnover.
It is important to create a sustainable organizational culture, by that I mean diverse and inclusive. This culture must include all groups of people, and moreover, it must treat them all well, as to not make anyone feel excluded or discriminated against. Millennials are sensitive to a diverse and inclusive culture. Companies that do not promote a good culture will naturally have a higher turnover rate of Millennial employees.
Work Life Balance
Millennials want to have a career, but they also want to have a good quality of life. Thus, they are always looking for a career that offers the perfect balance. This may be why so many Millennials are looking to the “Gig Economy” to earn a living. Such jobs give them the freedom to create their own schedule, thus offering great flexibility to work as little or as much and when and where desired.
The last of the top reasons why there is such a high turnover of Millennial employees is that Millennials have shown they care as much about their career and the company they work for as they do about the city they live in. Millennials will not hesitate to move in search of a new adventure or a different experience, even if that means a different city, country, or continent.
Overall, Millennials are known for job-hopping. Soon they will comprise the majority of the workforce, so it’s imperative that organizations learn how to harness the education, experience, culture, and spirit brought on by Millennials to keep them happy and benefit from their strength for years to come. This may mean retaining them longer, or even embracing and capitalising on their job-hopping skills!
Millennials care about interaction and to increase interactions. If you are interseted in learning how to increase millennials interaction in your organisation take AKKA’s Workplace guide for Employee Engagement Quiz.
The missing step in attracting and retaining talent for any organisation.
In order for your company to be successful, you need to attract, screen and retain the best talent in the industry to your firm. Many companies go out of their way to make attractive employee packages to help entice top tier workers, but while this may help bring in the best talent, it doesn’t always help retain them. In a competitive marketplace, there’s always another company with a better package or higher pay, so how does a great company keep the talent they find?
In order to retain talent at your company, having a screening process during recruitment can really help. A screening process helps to sort out the people who will be happiest in your company, and will stay because they feel like your company is the right fit for them. Studies have shown that many people will even choose lower pay and fewer benefits if they feel that the company has values that match their own. If that’s the case, how do you screen for these perfect fit people?
See if their vision aligns.
Every company has a specific vision of how they want their work culture and company message to be perceived. Whether you want your company to help children learn to read, or to produce the most innovative tech of the century, your vision is part of what will drive talent to come and stay.
When you screen potential talent before hiring, ask them about the vision of the company, and see if they’re inspired by it. You also want to ask them about their own vision and check for alignment. The people who not only truly admire your vision but also have a vision of their own that is aligned, will be the people who stay.
Ask about their values.
Just as all companies have their own vision, they also have a unique set of company values. If the talent you are seeking has different values, they won’t be a good fit for your company, at least not long term. An environmentalist who pickets for change on the weekends won’t be happy working for a fossil fuel company, but they might love and stay with a company that designs solar panels.
It takes just a few minutes to ask a potential employee about their own values, and to get a feel for their attitude. If they seem motivated and truly inspired by the values of your company, and if they feel your values are a perfect fit with their own, they are much more likely to stay.
Select proactive people.
Some people are naturally more accountable than others. They take responsibility for their actions, both good and bad. They are proactive, and have a deep understanding of the core values of the company. An employee like this is able to take the core values of a company and come up with an appropriate response in a novel situation.
This is a useful trait to have. If their values diverge from the companies, they can take a proactive position and shape their work to meet their values. You can screen for proactivity by asking them what their plans are for the future, and by paying attention to how they handle the interview. Plans for the future indicate that they are taking active steps to change the course of their life, a sign of proactivity. If they are asking questions and seem engaged with you during the interview process, this is also a sign of a proactive person.
Even in a recession, where supply is higher than demand, great talent is hard to come by. Workplace expansion has become the goal of as much as 56% of CEOs, and 79% of company leaders are trying to retain their talent in any way they can. It takes skill, dedication and imagination to get employees to stay, but these screening tips can ensure you attract not only good talent, but the right talent for your company specifically, which makes them more likely to stay longer in your company.
Want to know how to align and engage your entire workforce? Download here the workbook The Power of Interactions and make sure you set yourself up for success by aligning your teams, all employees and your workplace towards creating the outstanding employee experience you need to take your organisation to the next level of success.
Your guide to aligning and engaging your entire workforce around any transformation.
The best books for Workplace Professionals in 2020.
Becoming a truly accomplished Workplace Professional requires you to make the most out of all the training and education available to you. Your job is likely to provide some of these opportunities for you. However, for real and exponential personal growth, you will probably also want to study on your own. For this winter break (and perfect as Christmas gifts for people in Human Resources, Facility Management and the Real Estate Industry), we have compiled for you some of the best books workplace professionals have found to help them grow in the workplace. We hope they can do the same for you. Enjoy!
The 7 Habits of Highly Effective People, (the original) is an amazing book in itself. While not new, it is a book many people continue to read for personal growth. As a number 1 best seller on Amazon, you would think we would see more brilliant successes taking the world by storm using this method. This follow-up book is here to show you how the 7 habits of highly effective people are a system that can be adopted by anyone, and why we all should indeed adopt it. This book takes a detailed look at author Stephen Covey’s model, and offers a detailed and insightful understanding so that everyone can be successful, using these 7 simple habits.
Whether you work in human resources, facility management or (corporate) real estate, chances are you handle negotiations on a daily basis. Sometimes we can negotiate well, and other times we let situations, some of them great opportunities, slip through our fingers. Never Split the Difference is a book written by a former international hostage negotiator. Chris Voz is experienced at negotiating when lives are at stake, and never compromising what is most important. He gives you all of his tips and tricks to help you learn how to negotiate in your own battlefield. Life is all about negotiating. Even if your negotiations are limited to your next big raise or settling a workplace situation for your employees, they are always ones you want to take seriously and get the most out of for your daily and future success.
Have you ever felt like no matter how hard you work, you don’t seem to get anything done? Struggling with productivity is a common problem, but it doesn’t have to be. In this thoughtfully written book by David Allen, you learn how to become more productive through the ability to relax. While it may sound at odds with productivity, David Allen’s proven techniques have worked for thousands of readers. Learn how to apply the “do it, delegate it, defer it, drop it” rule to your work so you stay on top of things, and learn to feel good about the things you’re not doing.
Jay Abraham has been a top adviser to some of America’s top corporations. In this book, he shares with you some of his best advice about finding opportunities you can use to your advantage. Even if your goal isn’t to revolutionize the industry you work in, his sage advice can help you find untapped resources you may not have noticed in your work and your own life. If top tier performance is your goal, this book may be just the read you’ve been looking for.
In this masterfully written book, Patrick Lencioni takes us through 5 dysfunctions that cause teams to fail. As each dysfunction is revealed, explained and disected, Lencioni also shares actionable steps you can take to correct the problem and reunite any team—even yours, in a surprisingly straightforward way. A joy to read and a tremedous eye opener!
These books have been an inspiration to readers all around the world, and they can help you too, not to mention that they are perfect and timeless gifts for any Workplace Professional. If you’re looking for a way to solve a problem that may have been holding you back, unlock your potential and grow in your mission as a Workplace Professional, picking up one (or all!) of these books could help you uncover the direction you may be looking for, or discover one you didn’t even know you needed!
If you happen to have read those books for Workplace Professionals already or have space for a 6th, download here your own copy of the Power of Interactions: How to how to Align and Engage your entire workforce. I wrote this book myself, to help Workplace professionals like yourself specifically with attracting, retaining and developing the best talent so you can take your career and your entire company to the next level.
Align and Engage your entire workforce to achieve massive growth in your Organisation.
Five Ways Companies Are Meeting Millennials’ Workplace Needs.
Millennials are diverse and open-minded with a strong sense of social responsibility compared to their generational counterparts. These three factors and more determine what millennials are looking for from their employers. It also heavily determines how a company should develop them as employees.
As millennials move up in the workforce and into positions of higher authority, the changes they demand not only reduce turnover rates but are also good for business in other ways. When millennial workplace needs, such as providing purpose, flexibility, and coaching, are made a priority, other aspects of a business are positively affected by the adjustments made to company culture.
Here are five ways other companies are meeting the needs of millennial employees.
1. Providing purpose, not just a paycheck.
Millennials are motivated by work that has value and that serves a greater purpose. While they still demand fair compensation, providing them with an authentic mission will better satisfy their workplace needs. Companies are now focusing on an employee’s ethics. They are creating value around their work, and therefore retaining them for the long haul.
2. Developing their strengths.
Those falling into the millennial generation want opportunities that give them a chance to grow and develop within their career fields. Fixating on an employee’s weaknesses isn’t an inspiring management style. Instead, companies are establishing millennials as individuals by giving them opportunities based on their strengths. This method improves their productivity and performance.
3. Hiring more coaches and fewer bosses.
In the spirit of inspirational leadership, businesses are hiring and developing managers with a coaching mindset while moving away from older, micromanagement concepts. Companies are ditching the annual review system and opting for more consistent, one-on-one meetings for employee advancements and evaluations. By providing millennial workers with developmental roadmaps, companies are ensuring their employees feel valued in their careers. Businesses are more considerate of millennials’ workforce needs by treating them as both an employee and a person. This work-life balance boosts productivity and increases profits.
4. Offering a positive, flexible work culture.
Businesses are emphasizing stronger, long-term philosophies, meeting millennials’ desire for more opportunities with complex challenges and heightened responsibilities. Companies are also considering the mental health needs of their employees and creating a workplace environment centered around more breaks and more stress-reducing activities. Management teams have begun implementing open-door policies and building on a sense of inter-office trust.
5. Dedicating time and resources to social responsibilities.
The millennial generation has a strong sense of social responsibility, and they are drawn to businesses that have integrity. Newer companies allocate more time and resources to community service projects, such as charity donation efforts and volunteering events, to appeal to millennial employees and their sense of civic duty.
Overall, companies are attracting and retaining millennials by making major changes to their workplace cultures and environments to meet this generation’s unique work ethics. With a shift from company-based priorities to an employee-centered business structure, companies can decrease their turnover rates and save substantial money in the long run.
Are you ready to implement these ways? Download here the book The Power of Interactions and make sure you set yourself up for success by aligning your teams, all employees and your workplace towards creating the outstanding employee experience you need to take your organisation to the next level of success.
Align and Engage your entire workforce to achieve massive growth in your Organisation.
Ready to prepare your workplace for generation Z?
When Millenials hit the workplace, they caused a stir with their advanced understanding of technology and a concern for finances stemming from growing up during a recession. Millenials are still going strong in the workplace, with nearly 30 more years before some of them can expect to retire, but now a new generation is joining. Generation Z, or those who were born somewhere between the mid 90s and 2012, are here.
Generation Z: A unique group all on its own
Generation Z is the only generation so far that grew up with technology being mainstream. Every other generation can at least remember a time without a smart phone or a tablet, even if that time was in their early childhood. Because of this, Generation Z is even more comfortable with advanced technology in the workplace.
Generation Z also grew up during the middle of the last recession, and has sharp concerns about debt and the value of their education.
Integrating Generation Z
Generation Z is similar to millenials in a lot of respects. Both Millenials and Gen Z are comfortable with technology, enjoy working independently, and want to find real meaning in their work. They do however, have a few key differences that may cause friction. Gen Z tends to prefer a competitive environment, while Millenials prefer collaboration. With Gen Z trying to turn everything into competition, this could cause strife in the workplace.
Generation Z grew up with technology that provided an answer for them almost instantly, no matter the problem. This expectation can carry over to the workforce, and may cause frustration when there is no instant remedy for their work related problems.
They’re also less likely to stay in a job for longer than a year if it doesn’t entirely match their passions. If you want to keep a Generation Z employee long term, here are a few things you can do.
Offer flexible hours and generous vacation times
Generation Z likes to travel. They understand that life experience is more important than material goods, and are willing to take a pay cut in order to get what they want from their jobs. Flexible hours and vacation time allow Generation Z the flexibility they need for better work/life integration.
Offer career related perks
Generation Z is more career motivated than millenials. In a 2015 survey conducted by Adecco Staffing, Generation Z rated career growth as one of their top concerns.1 You can offer these incentives through mentorship programs, and the opportunity to gain new skills by job shadowing people in other departments. Frequent training opportunities will not only increase the skill of these employees, they are also seen as a job perk for this generation.
Upgrade your technology
Generation Z expert David Stillman reports that 90.6% of Generation Z’s use technology as a factor when they decide whether to work for a company or not.2 Reasons cited by Gen Z’s include the accessibility of laptops and tablets, as well as the use of programs such as Google Drive and Skype for the company. Generation Z grew up teething on smart phones, so it should come as no surprise that a high tech company is more interesting to work for than a low tech one.
Generation Z is a dynamic generation with great work ethic, and a clear passion for their careers. If they mesh well with your company, they will bring all their energy and drive with them. If they don’t mesh well with your company values however, they’ll be quick to move on.
Are you ready to prepare your workplace for generation Z? Download here the book The Power of Interactions and make sure you set yourself up for success by aligning your teams, all employees and your workplace towards creating the outstanding employee experience you need to take your organisation to the next level of success.
Align and Engage your entire workforce to achieve massive growth in your Organisation.