Why Retaining Millennials and Gen Z Is Challenging: Part 2

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The previous post discusses two possible reasons behind the difficulty in retaining Millennials and Gen Z workforce in your company. They are inexistence of a clear path for growth and promotion and rarity of training and competence development opportunities. These two generations are eager to learn something new, despite challenging one. As a result, lack of opportunities to get something new will make them find another job.

As discussed before, mentoring program can be a smart and effective option for human resource development. Through this program, senior and junior employees can share knowledge and experience. Millennials and Gen Z can get something new and share their knowledge to others. The following are other possible reasons behind the difficulty to retain these generations in a company.

Behind the Difficulty of Retaining Millennials and Gen Z

The following are few other reasons why retaining millennials and gen Z seems to be very difficult in a workplace, as suggested on Forbes:

Millennials and Gen Z 2

Lack of Feedback

Millennials and Gen Z need frequent feedback from the employers. If they find it rare, of not nonexistent, it may encourage them to stay away. Feedback helps the employee grow. When it is rare or coming only once or twice a year in performance review sessions, it becomes useless. The feedback might be too late to correct the situations. The benefits for the employees become very little.

Any generations of worker need frequent feedback. Millennials and Gen Z are grown up in a world, where schooling is encouraged and people must be ready for criticism. It may come in positive reinforcement in schooling environment. At workplace, lack of feedback can lag the performance. Feedback encourages the employees to learn.

Lack of Flexibility

A rigid working arrangement is a specter for millennials and gen Z. Flexible working environment helps encourage the employees to grow. They can do creative things and arrange their own schedules, as long as they can meet the targets. These two generations, especially feel disappointed, when flexibility is not an option in the working arrangements.

A flexible working environment encourages balance in life and work. In such an environment, the line between work and life tends to be blurred. When work is integrated into personal life, meeting the targets will be much easier, as the employees can explore with creativity and innovative ideas.

Flexibility does not necessarily allow the employees to come and go as they want. Instead, flexibility at workplace means providing the employees with freedom to choose when and where they do their tasks. Strict rules on working hours can be troublesome for workers who have children at kindergarten, for example.

What is the harm by allowing them to pick up their kids from school, if they can finish their tasks outside the working hour? The employees will put more respects on such an environment, compared to a workplace, where everybody must be present at the office at the same working hours and where everything looks so rigid.

So far, four possibilities of why retaining millennials and gen Z seems so difficult have been discussed. Do you find one or more of them in your organization? If so, this is the time to make corrections, of course.

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