Generation Z (roughly defined as the younger generation under the age of 25) young employees are not as satisfied with the current situation at their companies as they thought they were. According to a survey by Leverages Corporation, 51.5% of Gen Z are satisfied with the way they work. On the other hand, 68.0% of HR and managers believe that “employees are satisfied with the way they work now,” showing a gap of about 17 points between the two. There seems to be a surprising gap between the real voices of the frontline and the perceptions of management.
◆Satisfaction Points of Generation Z
Generation Z is the generation most likely to feel particularly satisfied with “short overtime hours” and “personal relationships with superiors. Many of them have also experienced “emotional support” and “suggestions for transfer” that made them feel that the company and their bosses cared about them, which stopped them from leaving their jobs.
◆Measures that small and medium-sized companies can take
What kind of measures can small and medium-sized companies take to prevent employee turnover? The key word is “communication.
Create a place where employees feel free to talk about their problems and questions.
⇒Catch small daily changes through regular 1-on-1s, daily reports, chats and frequent pulse surveys.
Create a system for young employees to share information and learnings they gain every day at morning meetings, meetings, and chats.
⇒Make it a rule to add your own opinion, even if it is just one word, so that changes in thoughts and feelings can be easily seen.
Send out interviews and success stories of young employees.
⇒Elevate self-efficacy by recognizing growth and efforts together.
Convey an attitude of “I care about you.
⇒Management and managers should also proactively talk to each other and value small conversations.
Paying attention to small daily changes and feelings will lead to reassurance among younger employees.
