3 Rules for Engaging Millennial and Gen Z Talent in the Workplace

Understanding the new generation of talent

To understand how to engage and motivate this new generation of talent, corporations need to examine their needs through a human lens. Motivation psychologists Edward Deci and Richard Ryan found that all humans have three innate psychological needs essential for well-being: autonomy, sense of belonging and mastery.
While these needs are universal, they have new timely meaning and implications for millennials and Gen Z in the workplace. Students working

1. Autonomy

Younger workers are looking for more decentralized environments where they can decide how work gets done. A Gallup study of the American workforce finds that 42% of millennials would switch to a job that allows them to work independently on a project of their choosing and 63% to a job that allows them flextime.

2. Belonging

Newer generations are looking for a deeper sense of connection in the workplace. A study by BridgeWorks shows that millennials and Gen Z consider their work a reflection of their identities, while a study by American Express shows that 75% of millennial leaders prefer to work with people and organizations that share their values.

3. Mastery

The new generation of talent is prizing employability above long-term employment. They seek continuous skills development and want to find meaningful growth opportunities at work. A global study by Manpower Group indicated 93% of millennials want lifelong learning, and four out of five said the opportunity to learn new skills is a top factor when considering a new job.

Written by Judy Oh at WeForum. For more information click here

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