Across all seniority levels and industries, employee retention can be complex. This challenge is particularly pronounced among younger workers, many of whom change jobs more regularly than previous generations. Their motivations are diverse; some seek higher salaries whilst others are seeking a role with a strong purpose. Indeed, around six in 10 gen Zs struggle to save on a monthly basis, and half have turned down a position based on their personal beliefs. 

As such, while competitive compensation is crucial, it is not the only motivation for the younger generation. A commitment to ethical practices, along with benefits like a compelling learning and development offer, should also be prioritised.

Gen Z seek a comprehensive package 

The era of people sticking with one company for life is long gone; today, over three-quarters (77%) of gen Z plan to leave their employer. Young professionals have grown accustomed to the flexibility and autonomy of online learning environments, shaping their preferences for hybrid workplaces that balance in-person collaboration with remote work. Equally, they place a high value on continuous professional development, seeking out organisations that invest in robust learning and development programmes, such as digital coaching, skill-building workshops, and personalised growth plans.

For organisations, this requires a change in mindset. Less than a quarter (23%) of all employees are currently engaged with their work, a trend that could be even more marked among Gen Z. Left untreated, this could affect business’ growth and profit margins.

Fostering a culture of growth

To re-engage their workforce, and particularly to support the retention of young talent, leaders must work on cultivating a culture where continuous learning and development is a priority. This can be achieved through the implementation of personalised tools such as comprehensive digital coaching programmes, which provide personalised guidance, feedback, and support for employees to identify their strengths, set goals, and create tailored development plans.

In addition, regular upskilling opportunities, such as workshops, online courses, and cross-functional training not only enhance employees’ skills and productivity but also demonstrate the organisation’s commitment to their growth. When young workers feel valued, supported, and empowered to take ownership of their careers, they are more likely to remain motivated and committed to their roles.

Moreover, fostering a culture of autonomy and trust can be particularly appealing to younger generations. By encouraging individual responsibility and decision-making, companies empower their employees to think creatively, innovate, and contribute more effectively. This sense of ownership and accountability not only enhances job satisfaction but also nurtures a deeper connection to the organisation’s success.

Aligning with personal values and prioritising sustainability

Beyond professional growth opportunities, a commitment to ethical and sustainable practices can be particularly attractive for younger generations. As the climate crisis worsens, and diversity and inclusion is increasingly prioritised, employees scrutinise their employers’ actions much more closely than they may have done in the past. Making a commitment to ESG, supporting green initiatives, and encouraging volunteering can all be attractive for younger workers, fostering a deeper sense of purpose and loyalty.

As the workforce continues to evolve, investing in comprehensive learning and development programs tailored to the unique needs and preferences of young professionals is no longer a luxury but a necessity. By prioritising growth opportunities, fostering a culture of empowerment and trust, and aligning with personal values, companies can create an engaging and inclusive environment that attracts and retains top talent. In an era where human capital is the most valuable asset, organisations that prioritise learning and development will not only cultivate a dynamic, committed, and sustainable workforce but also gain a competitive edge in the ever-evolving talent landscape.