Alicia Bones* says there’s only one way to stop younger workers from quitting: ask them what they want.
Many younger workers recognized their dissatisfaction with their jobs during the Great Resignation.
Some found that their work didn’t match their values, while others realized how their jobs weren’t giving them adequate work/life balance.
Now that many pandemic restrictions have been lifted are the youngest employee demographics – those in the millennial and Gen-Z age groups – still quitting at such high rates?
The answer is yes.
As of January 2023, 61 per cent of Americans were considering quitting their jobs, and younger workers were more likely to be pondering taking the plunge.
Seventy-two per cent of Gen Z and 66 of millennials in the survey were contemplating changing careers within the next 12 months.
Millennials (ages 26-41) and Gen Z’ers (18-25) are both perceived as “job hoppers.” This wasn’t actually an accurate description of millennial behaviour pre-pandemic when they stayed in jobs as long as their Gen X counterparts.
However, the pandemic provided them with new opportunities for exploring their options.
“[J]ob-hopping is a practice that’s become increasingly popular over the past two years by virtue of a persistently tight labour market. This has translated to ample opportunities for workers, who can double or even triple their salaries by changing jobs,” said Morgan Smith for CNBC.
The Gen Z’ers of working age (many of this age group are still in high school or college) to are also taking advantage of this labour market. They are also just starting their careers, meaning they are often still seeking the best professional fit.
Priorities for younger employees include flexible working arrangements, an improved work-life balance, and chances to build their professional skills.
While much has been written about retaining millennial and Gen-Z employees, there’s only one way to stop younger workers from quitting: ask them what they want.
Don’t ignore workers who haven’t quit
One of the problems with workforce retention post-Great Resignation was that so many companies were prioritizing hiring.
This meant that they neglected their current employees while focusing on finding and attracting new talent.
However, this tactic could backfire, as your current employees may end up feeling undervalued.
“You need to think of your employees like customers and put thoughtful attention into retaining them…And this does not happen when they feel ignored in the fever to hire new people or underappreciated for the effort they make to keep business moving forward. They need to be seen for who they are and what they are contributing,” argue Debbie Cohen and Kate Roeske-Zummer.
Asking what your employees need to stay satisfied
Many workers, particularly younger workers, discovered what they were missing in their working lives during the pandemic.
However, as pandemic restrictions lifted and companies started considering post-COVID operations, employees were not always consulted about what would make them happy in their workplaces.
The Future Forum Pulse study reported that 66 per cent of executives didn’t even consult their employees before adopting post-pandemic policies.
Many employees, in turn, didn’t feel like senior leadership was being transparent about their new expectations.
What’s most important isn’t even adopting everything your employees want; the asking itself is what matters most.
“It doesn’t mean you’re going to be able to do everything that employees want, but just being asked matters to them. It shows you care about what’s on their mind,” says Steve Pemberton, chief human resources officer at Workhuman.
After you talk to your younger workers about what they want, make them feel like you’re taking their concerns seriously.
If you can give them all, or some, of what they want, then their reasons for seeking employment elsewhere will be less pressing. You also don’t have to give in to all their demands as long as you’re clear about what you are and are not willing to do.
Tell them, for instance, “We can do these three things immediately, these three things in the next year, and we can’t do these three things. Employees will be more understanding when they know they’re being listened to,” Pemberton argues.
Are you giving younger workers what they want?
Once you ask younger workers what they’re looking for, you likely want to be prepared to address some common concerns and preferences among this demographic:
- What are your company’s mission and values?
How are these being defined and enacted in your daily operations? Some younger workers are looking for meaningful employment that lets them live their values, so be sure you’re articulating your company’s purpose regularly.
“Unless you make your values crystal clear to long-tenured employees and new hires alike, you run the risk of confusing people about the meaning of working in your company. Without clear meaning, your workers are likely not to be engaged,” writes Peter Cohan in Inc.
- What level of flexibility are you willing to adopt in your company policies?
Younger workers put a premium on flexibility, and this desire doesn’t seem to be going anywhere. Instead, workers want even more flexibility.
“[A] staggering 94 per cent of workers said they want flexibility in when they work — compared to 80 per cent of respondents who said they want flexibility in where they work. Or as Axios dubbed the trend: ‘work-whenever.’” reports Hannah Towey.
- Can you promise your team members professional development opportunities and chances for internal promotion?
Many workers think they have to move into a new role in order to learn new skills, says Goh Chiew Tong. If these advancement opportunities aren’t available where they work, they’ll move on to other organizations.
So, to retain workers, consider ways they can advance internally.
Stopping younger workers from quitting
Some companies may fall into the trap of believing their younger workers will quit regardless of their actions.
But this isn’t the case. The best way to stop younger workers from quitting is by letting them know that you care about what they want in the workplace. What’s more, each millennial and Gen-Z employee is unique.
Each one likely has priorities that will keep them satisfied and prevent them from quitting.
*Alicia Bones holds a master’s degree in literature and Master of Fine Arts degree in Creative Writing, and has over a decade of experience as an educational, travel, business, and lifestyle writer.
This article first appeared at ivyexec.com
