“Humaning”: How To Attract the Younger Generation of Workers: and why employees are no longer ‘Cogs’
In today's competitive business landscape, industry leaders face the challenge of attracting and retaining younger demographics, specifically Generation Z. Their expectations, which diverge significantly from traditional workforce norms, reflect changing societal trends.
Generation Z and Millennial employees often prioritize work-life balance, frequent career progression, and skill development, contrasting with the job stability prioritized by previous generations.
With a passion for societal contribution and demand for up-to-date technology, open dialogues, regular feedback, diversity, and inclusivity, these young employees represent a significant shift in workplace dynamics.
Rebecca Hodges, Vice President of a thriving tech company and Head of HR, observes that the new generation requires more space and support to tackle challenges and refine their skills. "We now interview for culture fit, not skills fit. If new recruits and older employees can’t 'Human', they won’t be a good fit in our organization," Hodges explains.
This shift represents a departure from previous generations, where candidate selection was based primarily on skill set, education, and experience.
The emphasis on "Humaning" is a telling sign of how modern workplaces are moving away from a standardized formula to individual-centered policies.
It entails acknowledging employees as complex human beings rather than simply cogs in a machine, leading to the fostering of a more empathetic and resilient workforce.
Embracing the Concept of "Humaning"
To 'Human' in the workplace refers to a shift towards empathetic and people-focused policies that prioritize mental health and personal growth, thereby fostering resilience and the capacity to bounce back from challenges.
Organizations that recognize this importance offer mental health resources, stress management programs, encourage work-life balance, foster a positive environment, and promote adaptive coping strategies.
As corporations navigate these dynamic needs, many emphasize their organization's purpose and mission, emphasizing societal impact. They provide clear paths for career growth and continuous learning, embrace advanced technological tools, and prioritize regular feedback.
Examples abound of corporations already implementing these changes.
Patagonia is known for its family-friendly policies, providing on-site childcare and encouraging employees to participate in environmental activism.
Netflix's radical flexibility, featuring "unlimited" paid time off, emphasizes employee freedom and personal needs.
Building Resilience with Unorthodox Strategies
Perhaps the most fascinating development is the unorthodox strategies corporations employ to build resilience. These strategies, often backed by psychological research, aim to cultivate a resilient work culture.
Sir Richard Branson of Virgin Group has transformed conventional workplace culture by incorporating elements of play and creativity.
Arianna Huffington, founder of The Huffington Post, champions mindful leadership, encouraging teams to prioritize self-care and well-being.
Sara Blakely, founder of Spanx, promotes celebrating failures as a conduit for learning and growth, fostering a culture of resilience.
Google's 20% Project, which allows employees to dedicate 20% of their work time to personal projects.
Bill Gates' promotion of intellectual curiosity, reflect strategies enhancing resilience by fostering a culture of innovation.
Evolving Leadership and Fostering Resilience
The new trends are not just about attracting Gen Z and Millennial employees but reflect a broader societal shift towards a more empathetic, inclusive, and balanced work-life paradigm.
By incorporating psychological insights into their leadership strategies, industry leaders create work environments that are not only resilient but also equitable and compassionate.
Are you a leader evolving with these changes?
The Resilient Leadership Checklist offers ten attributes for effective leadership, including self-belief, adaptability, problem-solving, persistence, time and attention management, optimism, emotional control, pride in achievements, rising to challenges, and finding meaning. Assess your strengths and areas for improvement here.
Understanding the evolving relationship between Generation Z, Millennials, and employers is crucial for any organization looking to thrive in the future. It's about evolving with the times, embracing change, and fostering a culture that nurtures and values resilience.
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