Today’s employee mix spans across three or even four generations, ranging from Boomers and X’s to Y’s and Z’s. For employers, this means that engaging a 55-year-old company veteran as opposed to a 20-year-old newcomer requires insight and likely some customization of company offerings or culture.
In our recent study of generational workplace preferences, we partnered with Millennial Branding and asked Gen Y’s (ages 21–32) and Gen Z’s (ages 16–20) a few questions to unveil what motivates, inspires and engages them at work each day. American employers already know quite a bit about Gen Y (they’re very motivated by money, for example), but many organizations are just learning about the incoming workforce, Gen Z.
Let’s look at some highlights to see what we can learn about engaging our youngest workers:
When it comes to technology as a workplace distraction, the generations show some differences:
Honesty rules and is the number-one attribute both generations want from their leaders.
Armed with this well-rounded picture of the two generations, American employers can assess how well their environments are poised to engage their youngest workers.
To help translate the data above, we've assembled a list of actionable tips every organization can take to bolster their Gen Y and Z engagement efforts.
tips & tricks
We've compiled a tips sheet to help your organization quickly recognize how to engage the best and brightest of Gen Y and Gen Z.
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