With today’s workers, particularly Generation Z, there is a visible shift in work mentality. Whereas restlessness and dissatisfaction in professional life used to often lead to job changes, young people are now more likely to opt for “quiet resignation” in which they step away from tasks outside their job description. This trend, fueled by the need for work-life balance, is reinforced by the fear of economic recession that warrants less drastic steps than a traditional resignation

Generation Z, who grew up during the digital revolution and the financial uncertainties that characterized the millennial generation, values well-being and work culture. This is reflected in their work preferences: they seek a work environment where they feel supported and where there is sufficient attention to mental health and personal development. For them, a positive company culture and a job that feels meaningful is at least as important as salary

Important Insights

• • Younger workers show a shift to ‘quiet resignation’ as a form of self-preservation.

• • Generation Z is looking for a work environment where well-being and personal growth are key.

• • A meaningful job with a focus on mental health weighs heavily for Gen Z in their choice.

3 Approaches to Engaging Gen-Z Employees

1. Create a Healthy and Inclusive Culture

Gen-Z gives top priority to a positive corporate culture. This includes being attracted to employers who value diversity, equality and inclusiveness. Creating employee groups that support underrepresented employees can help build a sense of community and ensure their voices are heard in more inclusive decision-making

2. Leverage Technology to Attract Potential Hires and Engage Your Team

This generation of digital natives desires employers who use technology effectively to optimize the employee experience. Technologies such as AI and machine learning for streamlining application processes, and chatbots for supporting applicants can optimize recruitment. Technology can also play a role in seamlessly supporting flexible and remote working

3. Reflect Your Values to Engage Your Team

Gen-Z employees want their personal values reflected in their work. Employers that offer flexible work hours or a four-day work week are more attractive to this generation. In addition, they want to do work that aligns with their social consciousness and value companies that integrate corporate social responsibility into their operations. Learning and development opportunities are also crucial to support these workers’ desire for continuous development

Future Focused Engagement

If you as an employer respond to the values of Generation Z and implement smart technologies, it pays off in the form of a stronger and more sustainable company. With the influx of this young workforce, expected to make up more than 27% of the workforce by 2026, there are opportunities to thrive. Your employees expect benefits, security and competitive pay, but place equal importance on a healthy and inclusive company culture

• • Provide security: create a secure environment despite economic uncertainties such as recessions or pandemics.

• • Invest in their health: Gen Z’s loyalty strengthens when their well-being is a priority.

• • Embrace expectations: understand that this generation looks forward to customized development and engagement.

The result? A resistant future for both the staff and the organization

Frequently asked questions

How do you stimulate Generation Z in your company?

• • Ensure flexibility and freedom within clear frameworks.

• • Encourage professional growth and development.

• • Integrate modern technology and digital tools into the work process.

What distinguishes the approach for Generation Z from other generations in the workplace?

Generation	Accompliance
Baby boomers	Stability and dependability
Generation X	Self-reliance and balance
Generation Y	Collaboration and innovation
Generation Z	Digitalization and social impact

What values does Generation Z prioritize in their work?

• • Innovation: They value innovation and creative solutions.

• • Balance: Work and personal life should be balanced.

• • Social contribution: They want their work to have positive impact.

What methods are effective for actively engaging Generation Z?

• • Implement gamification elements for engagement and learning.

• • Provide opportunities for personal leadership and self-development.

• • Focus on collaboration in diverse teams.

What challenges do you face when leading Generation Z employees?

• • Expectations of quick success and career development.

• • Need for continuous feedback and recognition.

• • Adapting traditional forms of communication to their digital preferences.

How do you communicate effectively with Generation Z employees to increase their commitment?

• • Be direct and transparent in communication.

• • Use digital resources such as social media and instant messaging apps.

• • Provide regular constructive feedback and acknowledge accomplishments.

Why ENBOQ connects well with Generation Z

ENBOQ understands the unique aspects of Generation Z and applies gamification and storytelling to engage them in the workplace. Below you can see how ENBOQ meets the needs of this generation:

• • Interactive experiences: Through the use of gamification, ENBOQ ensures that work-related activities are competitive and engaging.
  • Recognition Guidelines: With an emphasis on storytelling, ENBOQ recognizes the importance of a narrative experience as a means to transfer knowledge and increase engagement.
  • Independent Development: Generation Z values the opportunity to learn and develop on their own. ENBOQ promotes this independent approach through their intuitive platform.

Their approach:

1. 1. Independent: As an employee, you are encouraged to engage in your own learning and development.
   2. Connecting: By creating shared experiences, ENBOQ encourages teamwork and collaboration.
   3. Adaptive: ENBOQ continues to adapt to changing trends in HR and technology, keeping the experience relevant.

With this approach, it is clear that ENBOQ is not only responding to the wants and needs of Generation Z but also actively engaging them and leveraging their talents for a successful workplace