Onboarding Generation Z
“We just want our new Gen Z recruits to have real world skills!”
That process starts with onboarding.
Onboarding and induction are not the same thing, although they are often confused.
Generation Z has a different set of expectations about their first few months in the workplace. For organisations, meeting these expectations is crucial for fostering engagement and retention.
Most of all they need structure and a clear sense of programme. The truth is that in this day and age if you want your young employees to have ‘real world skills’ you need to train for them more than you might ever feel is necessary.
Over two thirds of Gen Z workers express frustration when onboarding lacks clarity and support (SoftwareFinder.com). Do you know the outcomes in your workplace?
Where to start?
Here’s four aspects to consider
1. Keep the purpose clear
You might find this an odd place to start.
In a multigenerational workplace, different generations may have varying expectations, but Generation Z recruitment success depends on alignment between the company and job they applied for, and what they’ve got.
Organisations are often far more confident that they are clear about the purpose of both their company and the role than young professionals find them to be. Retention starts with demonstrating that alignment throughout the organisation.
Generation Z is more likely to prioritise purpose-driven work, viewing it as integral to their professional identity. They seek roles that not only align with personal values but also contribute positively to society. This desire for meaningful engagement fosters a deeper connection to their workplace, enhancing motivation and productivity.
They would like to see the same from their leaders and managers.
When Gen Z employees see their work as impactful, they are less likely to experience burnout and job dissatisfaction, and organisations more likely to experience loyalty and retention from their young staff.
2. A high-quality, digital experience
Establishing a digital-first communication infrastructure matters when effectively onboarding Generation Z. This generation is used to environments where technology enhances interaction and collaboration.
Onboarding needs to be a shared experience and not an isolated one. New hires need to be able to connect with their teams instantly and access resources easily.
This also enables the requisite level of communication. Regular updates and feedback through digital channels not only keep new employees informed but also foster a sense of belonging. Implementing onboarding software that tracks progress and integrates with existing systems can improve reassurance as well as clarity.
Research indicates that organisations with robust digital onboarding processes see a significant increase in employee satisfaction and retention rates (AIHR Blog).
By prioritising a digital-first approach, companies can meet the expectations of Gen Z and create a more inclusive and engaging onboarding experience. This then has a positive impact on productivity from the very beginning.
3. Establish career pathways and growth opportunities
What, from onboarding? I hear you say.
Expectations have changed. Gen Z expects to see what their future could look like.
Truth be told this matters even before onboarding. It’s what keeps them warm after they have accepted the job and before they turn up. A lack of it is what loses them to your competitors.
This generation is eager for clarity regarding their career trajectory, as they want to see how their roles can evolve within the organisation. By outlining potential advancement paths and skills development opportunities, companies can instill a sense of purpose and direction from the very beginning.
It also demonstrates that you have a plan for them. A lack of a plan for your young professionals may indicate more strongly that their job may not be around for long.
Transparency in career progression fosters trust and loyalty. When Gen Z employees understand the steps they can take to advance, they are more likely to remain committed to the organisation.
Without a positive onboarding process, or hearsay that it was not good for the previous cohort, some of your young staff will leave quickly should they even arrive at all.
4. Structure their wider support
Whilst it would be great to see new Gen Z staff find their own mentors and peer support networks, it is the employer’s responsibility to set this up.
What’s more this is an essential, not a nice to have.
Pairing new hires with mentors and peer support networks is an essential strategy for effectively onboarding Generation Z. This generation values connection and guidance, making mentorship a critical component of their early experiences in the workplace.
Peer support networks foster a sense of community, allowing new hires to build relationships that enhance their engagement.
When Gen Z employees feel connected to their colleagues, and they do need to feel connected, they are more likely to thrive and contribute positively to the organisation.
Research indicates that employees with mentors are more likely to report job satisfaction and stay longer with their companies, emphasising the importance of these connections during onboarding (Randstad Research).
Your future mentors are your current new hires. It is important to model that process from the beginning.
Remember that
Onboarding is a process that requires detail and depth. Gen Z has been used to detailed guides throughout their lives. You need to match their expectations in order to impress, and keep them with you.
As stated at the beginning, onboarding and induction are not the same. The former is the employer’s responsibility to the employee and the latter a set of standards that new employees need to meet. Be equally clear on both.
Making the most of age diversity across the workforce and intergenerational collaboration benefit from a strong onboarding process. It is an opportunity for every generation to get involved.
Alex Atherton is a Gen Z speaker and generations speaker who helps organisations navigate intergenerational workplace challenges.
Alex Atherton is a Gen Z and generations speaker who helps organisations navigate intergenerational workplace challenges.
How can I help you?
1. Talks, workshops and seminars - I am an award-winning speaker. My talks include recruiting and retaining Gen Z, understanding Gen Z, overcoming the challenges of the multigenerational workplace plus those relevant to the topics below. Speaker showreel here.
2. My book The Snowflake Myth is out now - to receive a free chapter please click here.
3. One to one coaching programmes for senior leaders who are swamped by their jobs so they can thrive in life. Click here to discover where you are on your journey from Frantic to Fulfilled? Just 5 minutes of your time and you will receive a full personalised report with guidance on your next steps.
4. Team coaching programmes - working IN a team is not the same as working AS a team and yet they are often treated as if they are the same. I help teams move from the former to the latter, and generate huge shifts in productivity and outcomes.
