The more things change, the more they stay the same.
Last month, we focused on Gallup’s Q12 survey, how it measures employee engagement, and how each of the 12 questions can be key indicators of what matters most to your team. In April, we’re going to tell you what to do about it.
Gallup recently released some interesting and timely data that seems to align perfectly with what we’re hearing from our clients. You see, as an organization that works closely with educators AND employers, we often hear about the worry, dismay, and concern associated with the next generation of workers- Gen Z. No one understands them. Why don’t they seem to have the same level of work ethic as the generations before? Why are they always on their phones? They bounce from job to job; where is their loyalty? And don’t get me started on their communication skills. But wait….didn’t the Boomers say this about Gen X? And Gen X say this about Millennials? And now are we all just saying this about Gen Z? The more things change, the more they stay the same. That’s certainly true when it comes to employee engagement.
Gallup’s latest research on what Gen Z is looking for in the workplace is striking and answers some of those burning questions. When Gallup looked at its annual state of the workplace survey, which measures employee engagement worldwide, the two most important factors for Gen Z were clear: they want an employer who cares about them as a person and invests in their development. They want it more than pay; they want it more than fancy offices; they want it more than free lunches and ping-pong tables. They want you to ask them how they are doing, and actually CARE how they are doing- both at home and in the workplace. They want you to understand that for them, climbing the corporate ladder doesn’t matter anymore. They saw their parents and grandparents do it, and frankly, it didn’t always work out that well for them. Instead, this generation wants something more akin to a corporate rock wall…allowing them to move up and down, side to side, vertically and horizontally, based on their needs. It’s not about climbing, it’s about growth and impact. As someone recently said to me, it’s about purpose over productivity.
Now, what makes this research most striking is that younger workers are seeing the sharpest declines in engagement among all groups, and this is at a time when overall engagement is at dangerous lows. Moreover, this is a pivotal time in the workplace, where we are seeing a shift from the Boomers being the largest group of workers to Gen Z. If this isn’t what your workplace looks like today, it’s coming.
Of course, the REAL question is, what can we do about it? The erosion of employee engagement isn’t new. In fact, it’s been on the decline for over a decade. In both Gallup’s research and our experience with our clients, there are some clear, actionable, practical ways to reverse this trend that you can start doing today.
· Clarify Role Expectations- Young workers appear particularly vulnerable early in their careers and are dependent on clear expectations, feedback, and development. Creating solid performance objectives with built-in, frequent check-ins is imperative. Gallup’s qualitative data showed that ‘regular, consistent communication from my manager’ not only improved role clarification efforts, but also made employees feel cared for and developed. The analysis revealed that 35% of respondents said better communication would most help them gain clarity about what is expected at work.
· Developing Your People- Taking time to understand what matters to the individuals on your team for their personal development journeys is crucial. If you know your team's CliftonStrengths, use their report to create an individualized action plan that laser-focuses on what they do best toward the outcomes and objectives of the role; it can be a game-changer. Talking through your team’s strengths and how they use them across different areas of their roles (or maybe identifying gaps where they could use them more) is a great way to get started. Download our free CliftonStrengths Talent Map as a great way to get started. If your team hasn’t taken the CliftonStrengths assessment, look for clues to their natural gifts and talents in the areas of their role where they find flow, ease, and energy.
· Improve Day-to-Day Work Experiences- To feel more cared about at work, 34% said supportive relationships, communication, and respect would help, and we know those things come with time and proximity. If relationship building doesn’t come naturally for you, lean into one of your other strengths to make it a priority. Build intentional time into your calendar to check in with your team, both personally and professionally. And beware of some common pitfalls. Employees want to be taken seriously and not dismissed. As one employee explained, “If we have a complaint, the response is always, ‘remember why you’re here' or ‘have more grace’ or ‘practice gratitude,’ which is not solving the problem and making us feel bad for even bringing something up that we need worked on.” Even if your intention is to ‘look at the bright side’ or to encourage your team, you may inadvertently come off as dismissive, which is the ultimate backfire.
Maybe what’s at the heart of the issue is that our questions about our Gen Z coworkers need a reframe. Is it possible that our Gen Z colleagues aren’t demonstrating a lack of work ethic, but rather an outward recognition of their clear boundaries and a demand for a healthy balance in their personal and professional lives after seeing their parents and grandparents suffer from high stress and burnout? Is their lack of job loyalty their fault or ours? Are we developing them, connecting with them, and giving them clear expectations? Do we care about them as people? Like, really care about them? Are their connections to their phones and their communication skills bad, or just different? Could we learn from them about how to engage with a digital generation, while modeling better in-person social interactions at the same time?
Overall, organizations with employee engagement initiatives that invest in clarity in performance objectives within roles will be better positioned to improve and sustain engagement over time. With just a few simple, yet intentional shifts, you can act on what actually drives engagement and strengthen both performance and retention. If you want to learn more about Gallup’s proven methods and talk about how I can support your team through the process, let me know. As a certified Gallup Strengths Coach and Engagement Champion, I’m here to help.
Reach out to Sarah@AspenRootCollective.com to find engagement solutions rooted in what matters most to your organization.
In growth & gratitude — Sarah
