How to effectively engage new Gen Z employees in the workplace – HR News
Summary
Andrew Crawford of LHH UK&I outlines why employers must rethink how they attract, develop and retain Gen Z staff. The piece highlights Gen Z’s higher job mobility, preference for rapid progression (often externally), and clear expectations around pay, flexibility and career development. It argues that tailored learning & development (L&D), mentorship, cross-generational dialogue and a people-first approach are essential to keep Gen Z engaged and to turn generational differences into an asset rather than a source of friction.
The article cites LHH research showing half of Gen Z changed roles two or more times in five years, with 24% preferring to seek progression externally. Employers report difficulty retaining Gen Z (70%) and point to misaligned expectations as a major cause. The recommended response is nuanced L&D, structured mentoring, in-person engagement to complement digital feedback tools, and clear, meaningful development pathways.
Key Points
- Gen Z shows high role mobility: ~50% changed roles twice+ in five years; they often prefer external moves for promotion.
- Retention is challenging: 70% of companies struggle to hold onto Gen Z employees, largely due to expectation mismatches.
- Top retention drivers: pay (81%), career progression (59%) and flexibility (56%) — but progression and skills development are especially crucial.
- Tailored L&D and mentorship are necessary to close managerial and skills gaps as Gen Z progresses.
- Design L&D for a multigenerational workplace: structured pairing, cross-generational dialogue and empathy reduce tensions.
- Use data and engagement feedback, but prioritise in-person conversations to uncover deeper career motivations.
- A people-first approach with clear development routes helps retain Gen Z and build collaborative, future-ready teams.
Context and relevance
This is directly relevant to HR leaders, talent managers and line managers facing recruitment and retention challenges. The article ties into broader trends: rising employee mobility, skills shortages in managerial competencies, and the shift from lifetime employment to shorter, purpose-driven engagements. Practical emphasis on L&D, mentorship and cross-generational communication aligns with current best practice in talent strategy and DE&I work.
Why should I read this?
Short version: if you hire or manage young talent, this saves you time. It sums up the hard numbers and gives straightforward, practical fixes — mentorship, tailored L&D and better in-person conversations — that actually move the needle on retention. Read it so you don’t waste money on perks that don’t fix the real problem.
Author style
Punchy. The piece is direct and focused on actionable HR responses. Given the continuing recruitment pressures across sectors, the article is framed as a timely call-to-action for people leaders to adapt now.
Source
Source: https://hrnews.co.uk/how-to-effectively-engage-new-gen-z-employees-in-the-workplace/
