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Between Millennials and the Gen Z employees that are entering the workforce, job hopping has become a fad. While large numbers of both generations have switched jobs in the last year, Gen Z have dominated this trend.

With Gen-Zers being on the pulse of the latest trends, it pays for businesses to prioritize the things that mean the most. In study by RobertHalf, the top three factors that the oldest of the Gen Z population prioritize when making career decisions are:

1. Career advancement opportunities
2. A Manager they can learn from
3. Professional development and training opportunities

So though major factors such as Covid, economic conditions, and work-life balance have played a huge role in encouraging young employees to job hop, much of the desire for change is due to being unable to improve their skills at the company which they are employed. If they feel there is not much opportunity for professional development and advancement, then they will move on to another position.

So as an employer who wants to keep employee turnover low, the question becomes “What can I do to ensure the people I hire stay at their positions?” Here are a few tips.

Create a Strong On-Boarding Program
The best way to combat job hopping and employee turnover is to find a way to build employee loyalty. You can’t do that with typical onboarding strategies where newcomers are “coached” for a day and then left to their own devices. The typical time it takes for an employee to get adapted is anywhere from 3-9 months, depending on age, experience, and skillset.

According to a publication from SHRM, there are different levels of on-boarding. Level one is passive onboarding, which all organizations participate in. You give role clarification, cover compliance issues, and that’s it. The employee is left to figure everything else out on his/her own. This level of onboarding could certainly be deemed problematic when trying to keep young employees around. Not only is there no connection, but they also haven’t been given a chance to see how they fit into company culture and advance up the professional ladder.

Level two covers all the basics of level one, but it adds a little pizzazz. It gives employees an opportunity to connect with their co-workers through mentoring relationships and training. It may also make clear how the new employee fits in with the company, and reassures them that their role is valuable.

Though level three onboarding presents the best outcomes, only 20% of companies are engaged at this level. Level three distinguishes itself by including all of the former elements, while also setting clear expectations with milestones, creating a clear definition of roles and boundaries, and offering to assist in career planning.

Of course, all the elements mentioned at every level are not mandatory in retaining young workers because all employees are different and may prioritize different things. However, three things you can’t skip out on is career planning, skill development and showing young workers how they fit into company culture.

Create a Plan and Share it With Them

As mentioned earlier, the way you execute your onboarding process will play a huge role in how you show new employees that you care about their professional development. Therefore, part of the onboarding process should be creating a plan and sharing it with the employee. This will include what your expectations are, what the company goals are and how you expect the new hire to move forward in their position.

There are a few ways to do this. When thinking of how to create a career plan, you’ll want to remember that you shouldn’t just create a plan and say “Here. Now go do this.” In creating a plan you have three different options.

1. Sit down and create a plan together.
2. Create a plan separately, and come together to collaborate on a plan.
3. Combine career planning with their first 90-day evaluation. Evaluate their skills, growth, and adaptation in their first 90 days, and use that information to create a career path.

How to Create a Career Plan for my Employees
Now you are realizing the importance of helping your younger employees pursue their career goals, but you aren’t sure how to do that without wasting time and resources. I mean, let’s face it. Sometimes it doesn’t really matter how much you invest in an employee, they may still leave anyways, right?

That is why the first step to creating a career plan is to look at parts of your company that need growth or skill development. For example, if you need to upskill your employees in your tech department, then it would be a feasible decision to invest in your newest Gen Z employee. This means that when you are hiring candidates, you look for potential employees who will be eager and ready for growth.

Another thing to keep in mind when building a career plan is to make sure you put the company first. Yes, I said it. The company goals are the most important, and the career goals for your new employee should reflect that. Employee development can only go where the company goes, so it is important to make sure those two are connected. The idea is that as the company grows, so does the employee.

Lastly, you should identify gaps in skills and find learning opportunities, which is next on the agenda.

Provide Training That Will Develop Their Skills

When training an employee, you typically teach them the skills they need to do their job. Once they have that down, they may get bored. If they aren’t provided more stimulation, then they may decide to move on to a company that will put them in a position to be challenged.

To keep them inspired and motivated, give them the opportunity to learn skills they don’t already know. For example, you can train them to assist in other departments. You can teach them how to work with new software that will make their job easier. You could even put them through a training program that will prepare them for the next phase in their career.

As you can see, training for new employees can take many forms – microlearning, on-the-job training, augmented reality, seminars, certificate programs, etc. The way you choose to engage in employee training will be the method that best fits the next phase of your employee’s career.

Conclusion

Gen-Zers are an asset to the workforce. Keep them at your company by providing a strong onboarding program, creating a plan for advancement, and offering training to develop their skills. As you begin executing this plan, there are two things to remember.
  1. Don’t forget to track results and progress.
  2. Leave room for changes.
On one hand, tracking results and progress will remind employees where they started and keep them motivated for where they are going. On the other hand, plans don’t always work out, so it is important to encourage employees to be fluid and stay encouraged.
Video transcript

Gen Z has been deemed the job hopping generation, though. Many generations have endured the same criticism from their predecessors gen Z, tend to job hot for reasons other than pension plans and retirement savings. One of the main reasons gen Z go from job to job, is because employers struggle to prioritize, professional development. If your gen Z employee feels, they can't move up. The professional ladder with you, then he will try to do it with another company. So if you value your Ooh, you're young employees and want to keep your employee turnover rate low, here are three ways you can prioritize professional development, create a good onboarding program. Having a good onboarding program will help open the lines of communication create early mentoring relationships and get them involved in their role early, create a plan for them and share it with them. When young employees, see that you have expectations goals in a future plan for them. They are likely to stay motivated and work hard for your company, invest in training and things that will develop their skills. Young employees have a tendency to get bored quickly. So exposing them to new skills and experiences is one way to keep them motivated. While also developing the professional skill set to see how you can Implement these into your workplace. Check out the blog to learn more.