Rewarding Gen-Z at Work: Key Motivators for High-Flyers

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Now that Gen Zers will take the center stage along with millennials in constituting the workplace population, there must be a tectonic shift in mentality—specifically in keeping the workforce engaged

The Gen-Z population often referred to as Gen Zers, is the generation born between the late 90s and late 2010s and account for almost 35% of the workforce population. This high-flying generation can be spotted in casuals with smart wearables around their wrists and necks, they care about the world and aspire to save the planet. The cherry on top? They don’t stop hustling until the work gets done.

“As we step into a decade full of technological innovation and uber-cool work culture, the employee dynamic is more diverse than ever.”

With four distinct generations working together at the same time – baby boomers, Gen-X, millennials, and Gen-Z – the reward and recognition methodology can no longer archaic. Two fronts have proven to be salient in recognizing and rewarding the Gen-Z counterpart—behavioral science and intranet.

It’s all about Behavioural Science

The young ones at work don’t just sign up for the paycheck. It’s not about the foosball tables and happy hours, but about social recognition and positive morale that gives Gen Zers a push.

This generation also comes with a progressive thirst for communication as 40% of them yearn for daily interactions with their bosses. Not only does it show how a straightforward approach can keep them engaged, but this generation is no-nonsense when it comes to working. For them, rewards are no longer a monetary affair, but a whole new mind game.

The Intranet is Pivotal

An organization’s internal communication is always prone to lags and elongated emails that beat around the bush. HR professionals and managers look to cut through the clutter and get straight to the point and that’s what Gen Zers believe in. Business software like Xoxoday solves problems around employee engagement and well-being in the organization’s internal network.

The youngest generation seeks a goal-based approach with a fair share of thrills, and nothing drives the team better than gamification of targets clubbed with performance-based rewards—

both of which run on the organization’s internal network. In fact, the gamification front has led to lots of external integrations between the organization and its goal-setting objectives for employee engagement and recognition. These social media-esque platforms are great billboards to share crisp and concise information.

What Gen-Z Wants

As this new proportion of workforce sets afoot in the corporate picture, it’s crucial to comprehend what they want. Here are a few key motivators for Gen Zers must be especially taken into consideration.

1- Constant opportunities to grow

Almost 37% of the working Gen Zers constantly strive for personal growth amidst the worry that technology is hindering their development. For them, just a steady paycheck won’t constitute a reward. They yearn for personal growth and the organization should provide it. This generation has lived through the great recession, economic slowdowns and inflation—they know that growth is crucial to keep one’s head above the water.

2- Tech-savvy ops with a pinch of minimalism

This generation uses five screens on a regular day and is well acquainted with them, and that’s why the rewards programme should have a technological spark to it by making it multidimensional. As this generation was born and brought up in the digital age, they are very supportive of innovative recognition and rewards mechanisms—but keep it in check with minimalism and reality perspective. They wish to choose the rewards once they’ve earned it, and that too from a device of their choice.

3- Candid communication platforms

In times when gamification of objectives, tasks, and goals has changed the dynamic of extrinsic motivation, these intranet communication platforms take center-stage in the Gen-Z town. 23% of the Gen Zers believe that text messaging and social media-esque platforms are essential to workplace communication because they slash the greetings and salutations and are straight to the point. Also, it makes rewarding a whole lot streamlined and uniform, freeing it from bias and hindrances.

4- Contemporary reward programmes

Now that the digital age has revolutionized the degree of personalization, there’s no need to scumble every employee’s desk with rewards that s/he doesn’t prefer. When it comes to

rewarding, personalization gives a healthy choice to employees and matches their likenesses. Gen Zers have an affection for it now that audio and video streaming giants do the same to connect the dots and deliver tailor-made content recommendations.

5- Recognition and progressive feedback

40% of Gen Zers believe that they’ve done something wrong if they don’t have daily interaction with their boss. This generation doesn’t shy away from rectifying its mistakes and for that, they are always open to recognition—be it positive or negative. It’s not just about a pat on the back, but a lesson for the times when Gen Zers make a mistake. This emanates light on the crucial nature of progressive feedback. After all, a successful reward and recognition programme is one that changes things for the best.

But are the Special Measures Worth It?

Now that Gen Zers will take the center stage along with millennials in constituting the workplace population, there must be a tectonic shift in mentality—specifically in keeping the workforce engaged. So yes—even though the work ethic, dressing style and zeal in Gen Zers might contrast with the other generations, these special measures to reward them will very much be required. It’s time for the corporate world to embrace the change for good times to come.

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