Five Questions to Help Gen Z Employees to Succeed
Welcome Aboard Gen Z: Five Questions to Set Up Your Newest Employees to Succeed
Gen Z employees have unique expectations that differ from previous generations. To effectively onboard and integrate Gen Z into your workforce, it’s crucial to understand and address their “must-haves.” Let’s explore what your new workers desire and answer the five questions Gallup suggests are essential to creating a successful and supportive first year for GenZ.
The GenZ Agenda
Generation Z (Gen Z), the cohort born roughly between the mid-1990s and early 2010s, is entering the workforce with distinct characteristics and expectations. Here are some key points from Deloitte about GenZ in the workplace.
- Unique Perspective on Careers and Success
Unlike Millennials, Gen Z doesn’t prioritize salary as much. They are willing to choose more exciting work over higher pay.
- Social Responsibility Matters
Gen Z values companies that are good global citizens. Actions, such as addressing sustainability, climate change, and hunger, speak louder than words.
- Diversity and Inclusion
Diversity matters to Gen Z across various dimensions, including race, gender, identity, and orientation.
- Belonging and Alignment with Values
Roughly 80% of Gen Zers want to work for employers whose beliefs align with theirs.
How does this translate to the Onboarding Experience
Here are some essential points to consider from the start of the employee experience.
- Digital Experience: They expect seamless digital processes, from paperwork to training materials.
- Purpose-Driven Work: Gen Z values purpose and impact. Highlight how their role contributes to the organization’s mission.
- Feedback and Growth: Regular input and opportunities for growth are essential.
- Flexibility: Remote work options and work-life balance matter to them.
- Inclusive Mentoring: Pair them with mentors who can guide their professional development. Be sure they have opportunities to learn from people like themselves and those from different backgrounds.
The First-Year Experience
Onboarding is not just a one-time event but a continuous experience over the first year. According to Gallup, these are the most critical questions to answer for Gen Z during the onboarding phase:
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What Are My Strengths?
It is essential to help new hires understand their unique strengths and how they can contribute to the organization. Consider various tools such as StrengthsFinder, Myers-Briggs Type Indicator, DISC, Enneagram, or a tailored evaluation by your HR team.
Why It Matters: Knowing their strengths sets a positive tone and empowers them to excel in their roles. It boosts their confidence and engagement, making them feel valued.
How to Implement: Schedule one-on-one meetings where managers discuss the assessment results with new hires. Create opportunities for them to apply their strengths in real projects early on.
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What Do We Believe in Around Here?
This question focuses on the organization’s mission, values, and culture. Communicating these aspects during onboarding helps align employees with the company’s purpose.
Why It Matters: Understanding and believing in the company’s mission fosters a sense of belonging and purpose, which is particularly important to Gen Z.
How to Implement: Incorporate sessions in your onboarding program where leaders share stories and examples of how the company’s values translate into the real world. Provide materials that detail the company’s history and vision.
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What Is My Role?
Employees need to know what is expected of them from day one. Provide a clear understanding of job responsibilities, expectations, and performance indicators and ensure mutual agreement.
Why It Matters: Clear expectations reduce anxiety and confusion, allowing new hires to focus on their work and feel competent.
How to Implement:
- Develop detailed job descriptions and discuss them during onboarding.
- Use real-life scenarios to illustrate typical tasks and responsibilities.
- Ensure an open line of communication for any questions or clarifications.
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Who Are My Partners?
New hires must know who they’ll collaborate with within their team and across the organization. Building relationships and understanding team dynamics are crucial.
Why It Matters: Collaboration is vital to leveraging their strengths and ensuring they feel integrated into the team.
How to Implement:
- Organize meet-and-greet sessions with key team members and stakeholders.
- Set up a buddy system where a peer can help the new hire navigate their first few months.
- Create opportunities for cross-departmental projects to build a broader network.
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What Does My Future Look Like Here?
Discussing career growth opportunities, potential paths, and development prospects helps employees envision their long-term journey within the company.
Why It Matters: Employees must develop their vision of success within the organization. Understanding their potential career trajectory motivates them to stay and grow with the company.
How to Implement: During onboarding, have career development discussions where employees can express their aspirations. With attention to being inclusive, share stories of employees who have successfully advanced within the company.
Launching Forward
By understanding GenZ’s needs and addressing these five questions, you help set people up for success. Putting time and thought into onboarding is an investment in crafting a supportive culture. The first-year experience can become a foundation that helps create a strong, motivated, and cohesive workforce that moves your organization forward.