Every new generation presents new challenges for employers to overcome. One thing managers can’t do – assume to know what employees want!
Every generation has different needs and priorities, but this can differ within a generation, therefore, managers are better served taking the time to get to know employees as individuals.
In a recent article for the Business Journals’ Playbook series, a GenZ employee shares his desire for flexibility and that doesn’t mean losing in-person options, “Without an in-person aspect, he’d lose the ability to make valuable connections with his colleagues. If his job lacked remote options, he’d be unable to have much-needed flexibility in his life.”
Surveys have shown that GenZ employees want the option to come in — they just don’t want to be forced to do so.
There is a misperception that GenZ employees are like previous generations and value mission, diversity and flexibility, however, in reality, according to surveys, pay and career pathways are the top priority.
22% of those surveyed by the Business Journals identified career pathways as a top priority, behind pay, which is ranked at 43% as the number one factor when considering a new job.
A recent college graduate interviewed for the article shared that “she and her peers are itching for professional development opportunities that challenge and excite them, while also providing some semblance of balance.
‘If your current job is no longer serving you, if you’re just going to be doing the same thing again, and again, that will affect your mental health. After I hit that plateau, I want to move on to the next thing.’’
At Truvelop, we believe in the power of mentorship and professional development plans. Through our management coaching and performance management app, managers not only can evaluate employee performance, but they can also develop goals and plans for each employee, and use the app to track and encourage progress.
In addition to the manager cue cards in the app, our customer service team, provides virtual webinars, an online knowledge center, and additional content to help managers grow as mentors.
Mentorship is not only important for GenZ employees, it is invaluable to retaining and advancing women and minorities. According to a study from Cornell University, mentoring programs “dramatically improved promotion and retention rates for minorities and women—15% to 38% as compared to non-mentored employees.”
Here are three tips for engaging employees through mentorship:
- Manage as a mentor – managers are more than bosses. When managers develop strong relationships with employees, they can support their development, help them overcome challenges, and identify new opportunities for growth as a mentor.
- Ask the employee – don’t assume to know what the employee wants or make assumptions because they fall within a certain demographic. Managers who take the time to listen and engage with employees on a personal level have greater success at retaining talent. Through two-way communication, they are able to proactively and quickly respond to challenges and opportunities as the employee experiences them (versus the old way of waiting to discuss at a year-end annual review)
- Assign a mentor – the manager isn’t always the best mentor. Depending on an employee’s goals, someone on another team or possibly someone working within the industry for a different company would be a better fit. It may take a couple of tries to find the right mentor or the mentor may need to change, as the employee evolves and grows. If you are the manager but not the mentor, be sure to check in with the employee to make sure the mentor relationship is growing and making an impact.
Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.
