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Why ‘mattering’ matters in Gen Z staff retention and how L&D can help

 Camilia Miccolis, Country Director UK and Netherlands at Rise Up looks at why purpose in the workplace is a driving factor for Gen Zs and the role learning and development plays

strategies for enabling LIFOW

With Gen Z making up around 20% of the global workforce and growing year on year, employers cannot ignore what this age group values most in the workplace. As a generation of entrepreneurial, digital natives, they are not typically swayed by salary alone, nor the hollow ‘perks’ of pizza parties and beanbags in a modern office. Instead, some things drive Gen Zs more at work than any preceding generation: growth, value, and purpose.

A report by ThoughtExchange surveyed Gen Z workers and found that 96% think it’s ‘important to feel valued, included, and empowered at work’. It also showed that 80% ‘prefer a job that allows them to explore and grow various skill sets, rather than a job that is focused on a particular set of skills. 

Career coaches at Indeed also found that the Gen Z workforce’s notable qualities are a willingness to ‘embrace change’ and ‘value flexibility’. The takeaway from all of this is that if employers cannot meet these needs and foster environments that nurture common Gen Z characteristics, they simply cannot expect to retain these employees. 


Why meaningfulness matters 


To tap into value, empowerment, growth, change, and flexibility, one overarching theme to look out for is the concept of ‘mattering’.


When we talk about what ‘mattering’ means in a work context, I consider the definition to be two-fold. At its core, it is about employees feeling valued and appreciated by their team, managers, and the business as a whole. But on the other hand, ‘mattering’ also extends from the person as a worker, to what they do for work. They want to feel that their skills, knowledge, and output are making a difference or doing something meaningful.


So how do you, as managers and business owners, help your employees achieve this? More than this, how can you specifically apply the solution to Gen Z?


Taking training beyond skills development 


It might feel natural to first look at the practical issues. Making employees feel valued through team shoutouts, staff bonding, and benefits seem like natural steps for promoting a healthy well-being program and the idea of ’mattering’. But you can take this one step further through your Learning and Development (L&D) strategies. 

It might seem obvious that L&D is a requirement for a successful workplace. After all, you need to train your staff so they can do their jobs effectively. But upskilling employees goes beyond the practical benefits. It adds to personal self-esteem and perceived output quality. Something that Gen Zs place great value on, with 76% of Gen Zs believing that learning is the key to a successful career according to LinkedIn. That being said, the solution isn’t as simple as offering everyone unlimited training options. It’s about personalization and bespoke learning experiences.


Redesigning learning strategies for Gen Zs

We need to look particularly into methods of training that suit this highly digitally literate age group so like them, we need to get creative. Think virtual reality, augmented reality, blended learning, artificial intelligence, mobile-first learning approaches, and most importantly, ensure every option can be accessed and done easily. 

Gamifying learning is another avenue to explore for a social media generation that tends to crave instantaneous praise and information, as well as being able to share that with others. There is no one size fits all solution, so it’s important to work with partners to create bespoke onboarding and learning without forgetting the audience in question.

Building upon this personalized learning experience is the key to Gen Z company loyalty, by offering growth in their own field as well as allowing them to make diagonal moves within the organization. A recent survey of over 1,000 Gen Zs found that 75% believe they should receive a promotion within their first year on the job. However, if there are no positions or budget for such aspirations, and you cannot afford to lose staff through job-hopping, L&D solutions can once again plug the gap.

Mattering at work isn’t reserved for the Gen Z workforce, but it is certainly a deciding factor as to whether they will stay or go. While companies mustn’t lose sight of the personal touches, now is the time to make ‘purpose’ a strategic objective fed through more consistent L&D programs. Now is the time to make it count. Let’s get learning!