🔒101: How to engage younger employees

Companies are seeing a transformation in their workforces as Gen Z and Millennials join the ranks Baby Boomers once held. Since each generation has different characteristics, managers are using a myriad of tactics to attract younger professionals.

Understand the generational differences. Knowing your audience and prospective employees is essential for human resource departments looking to entice young employees to apply for roles and stay in them. Engagement trend data in a Gallup report by Jim Harter shows Millennials and Gen Z employees prioritize having a company they can resonate with, want flexibility in the workplace, desire to feel connected to the mission of the organization, and are constantly on the watch for new job opportunities. Researching what drives Millennial and Gen Z applicants can help formulate recruitment strategies and work benefits that interest the younger generations.

Cultivate purpose in the workplace. Millennials and Gen Z seek to connect with a company reflecting their own interest. They want their work to serve a greater meaning. “Clearly communicate your organization's mission and values, emphasizing how each team member plays a role in achieving these goals. This sense of purpose fosters engagement,” advises Luciana Paulise of Forbes.

Create opportunities for growth. Hiring a younger person is one obstacle, but retaining them is another struggle since they are constantly on the lookout for personal growth opportunities. To capture their long-term interest, companies should capitalize on each employees’ strengths, says Brian O'Connell from the Society of Human Resource Management. Presenting younger employees with challenges and learning opportunities will keep them engaged while prepping them for long-term career progression within your organization. Whether mentoring, offering them classes, or giving them experience in another department, the feeling of forward momentum and growth will inspire young employees to step up to the challenge.