Jennifer Murray, MBA, SPHR’s Post

Here is some insight on the generational shift in the workplace. "There will be more Gen Z individuals in the U.S. workplace than baby boomers by the end of this year, according to analysis by Glassdoor." Gen Z is bringing AI skills and an entrepreneurial spirit. They seek a strong organizational culture, in addition to pay, upward mobility, and work/life balance. What can organizations do to attract and retain Gen Z? 1. Look at your brand and value proposition. 2. Consider modifying your communication strategy to connect with Gen Z. 3. Discuss career aspirations and skill-building/training resources throughout the employee journey. #recruitingstrategies #retentionstrategies https://lnkd.in/esNAwgwg

45% of hiring managers name Gen Z as the most challenging generation to work with.  That’s no surprise–they’re the youngest members of the workforce; and these generational issues are nothing new.  However, is there really something to these complaints besides age?  Gen Z’ers are 8-27 years old.  A large number of people in this generation missed some significant life milestones because of COVID: prom, graduation, freshman year in college.  Critical early education years were experienced virtually.  Many entered a hybrid workforce with their first professional experiences being online.  Important formative years were marked by masks, fear, death, racial unrest and political polarization. Gen Z sees themselves as flexible and healthier, valuing mental wellness and work-life balance.  Others see them as flaky job hoppers who lack the social skills to contribute to a company’s bottom line.  So, what can we do about this?  Whose job is it to “fix” this age-old challenge?  At MeckEd, we’re working with brilliant young people who expect change and disruption, and who see technology’s role in everything.  They’re curious, and they see the bigger picture.  Our focus on providing a variety of work experiences, networking opportunities and soft skills satisfies their curious nature and balances that strong connection to technology.  We provide needed consistency in the midst of the constant change our scholars have experienced.  We see the best in our students and our team works hard to help others see it, too! https://lnkd.in/euRbtapK

Have you ever felt like your job should offer more than just a paycheck? You're not alone. LinkedIn's latest data reveals that Gen Z and Millennials are hungry for growth and new opportunities. But how can companies keep their brightest young talent engaged and excited about their work? Here at Technians, we believe it's all about creating a work environment that feels more like a supportive community. We want our team to thrive, both professionally and personally. Here's a peek at how we're making that happen: Level Up! We're all about continuous learning and development. We offer tons of opportunities to sharpen your skills and stay ahead of the curve. Think of it as having your own personal career GPS, guiding you to your goals! Making a Difference, Every Day. We don't just do work, we do meaningful work. We connect individual goals with company objectives, so everyone feels like their contribution truly matters. Imagine feeling that spark every day, knowing you're making a real impact! Work-Life Balance? More Like Work-Life Harmony! ⚖️ We prioritize flexibility and well-being because let's face it, happy employees are productive employees! That perfect blend of crushing your goals and having a life outside the office – that's what we're all about. Open Communication is Key! ️ We encourage honest conversations and feedback. Think of it as a giant team brainstorming session, where everyone's voice is heard and valued. It fosters a culture of trust and collaboration, making work a whole lot more fun! By investing in our people, we're not just building a strong team, we're building a community where top talent thrives. What are your thoughts on retaining young professionals? Share your insights in the comments! #retention #talentmanagement #futureofwork #genz #millennials

Breaking: nearly half (41%) of Gen Z workers don’t believe their boss understands their generation! What would it take to get Gen Z, the “most challenging generation” of employees, to thrive at work? @Deloitte asked, and 130 Gen Zers answered! Turns out, they want to be heard, supported, and given the space to thrive as they develop their personal and professional selves. Read on to learn how we need to adapt our workspaces for Gen Z employees. #RewardsandWellbeing

Breaking: nearly half (41%) of Gen Z workers don’t believe their boss understands their generation! What would it take to get Gen Z, the “most challenging generation” of employees, to thrive at work? @Deloitte asked, and 130 Gen Zers answered! Turns out, they want to be heard, supported, and given the space to thrive as they develop their personal and professional selves. Read on to learn how we need to adapt our workspaces for Gen Z employees. #RewardsandWellbeing

Breaking: nearly half (41%) of Gen Z workers don’t believe their boss understands their generation! What would it take to get Gen Z, the “most challenging generation” of employees, to thrive at work? @Deloitte asked, and 130 Gen Zers answered! Turns out, they want to be heard, supported, and given the space to thrive as they develop their personal and professional selves. Read on to learn how we need to adapt our workspaces for Gen Z employees. #RewardsandWellbeing

Breaking: nearly half (41%) of Gen Z workers don’t believe their boss understands their generation! What would it take to get Gen Z, the “most challenging generation” of employees, to thrive at work? @Deloitte asked, and 130 Gen Zers answered! Turns out, they want to be heard, supported, and given the space to thrive as they develop their personal and professional selves. Read on to learn how we need to adapt our workspaces for Gen Z employees. #RewardsandWellbeing #mentalhealth #workforceresilience

☕️ Did you know that Gen Z is all about locking into work? According to stats, 'teenagers working (or looking for work) recently hit a 14-year high which sits at 38%'. Remember when I talked about my teenage daughter Aaliyah and trying to keep up with her slang? 😅 I always think about her entering the workforce (she's about to be 15 this summer). Not only do I need to support her in being prepared, but businesses need to support these teens with pathways to creativity. Regardless of industry or size of company. PERIODT. 👋🏽 Here's how. HR/People Ops can start by having a family reunion with our favorite cousin - Marketing. Brace yourself for another 5S framework. 1. Segmentation and Personalization (read: throw out the cookie cutter) 2. Strategy (anything else would be uncivilized) 3. Socialize (read: build + nurture) 4. Sync (read: internal/external branding alignment) 5. Sustain (read: maintain momentum) 💼 There's a bunch to unpack, but you get the jist. Don't you want to enhance your employee experience? 😏 Look for me to dive into this more in the coming quarter. #summerseries #hr #peopleoperations #genz #peopleandculture Pictured: my favorite moody teenager NO CAP.

We've been talking to our employees to find out what really is important to Gen Z in the workplace. Check out the full blog via the link below! 👩💻

𝗘𝗻𝗴𝗮𝗴𝗲𝗱 𝗜𝗻𝘀𝗶𝗴𝗵𝘁 Have you heard anyone say that lately in passing conversation? Or maybe you’ve even said it yourself? You’re trying to hire. You have good roles available. It was never a problem to find someone before. Perhaps you find yourself looking at the youngest workers out there – people whom you believe could effortlessly fit into one of your entry-level roles. It could be customer service on the front line, or physical or manual labour, the kinds of jobs that don’t require specific education to walk into. Who wouldn’t want such an opportunity, you ask? This is an easy time to walk right through your wide-open door! #genz #generationsintheworkplace #insight #Engaged