Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
The Gen Z workforce and their expectations for professional feedback and career growth could influence attraction and retention rates in the coming years.
According to recent research published by StaffCircle, a majority, or 73%, of Gen Z workers are likely to leave an organization if they do not receive frequent feedback and communication from their managers — compared to 52% of non-Gen Z employees. This data suggests a clear demand for regular managerial interactions and feedback, with the majority of employees currently having check-ins only once a month or less.
Additionally, 25% of employees lack access to personal development plans and associated goals, which could add to a disengaged workforce. The data suggests that the latest generation to enter the workforce will likely not stay at companies where regular interactions with managers are not the norm — marking a significant departure from previous managerial practices within other generations.
“Each new generation that enters the workforce brings a new set of expectations, and Gen Z is no different, if anything they are more demanding,” the founder and CEO of StaffCircle, Mark Seemann, stated. “HR teams using an effective performance management process are likely to understand what every generation in their workforce needs. If employees feel heard, they’re much more likely to be more engaged and productive.”
Gen Z’s unique experiences have led to a strong adaptability to quick changes and this has contributed to major differences in workplace expectations. It also means, as the recent data suggests, that the demographic is less likely to stay in a job for extended periods. This creates a list of challenges for the overall workforce, and it will likely require more companies to update their approach when working to attract and retain top Gen Z talent.
