The newest members of the workforce have a different perspective to previous generations. But what does this mean for recruitment in Health and Social Care?
Generation Z, also known as Post-Millennials, have grown up in a world where the economic downturn resulted in high unemployment. Coupled with austerity cuts to public services, namely in Health and Social Care. Members of Generation Z (people born from the mid-1990’s to mid-2000’s) have witnessed their older siblings or parents struggling. Which in turn, has affected their attitude to work, their motivations, and their ambitions. It has made them more self-aware and driven. Therefore, they want to understand ‘why’ a company does what it does. How will Care organisations attract the next generation to join them, amid a recruitment crisis?
Many HR professionals believe Generation Z will disrupt the workplace more than Gen Y or Gen X ever did. They are realistic, goal-orientated, and as expected, they are innovators. Thus, long-term loyalty is also unlikely because these young people will want different jobs during their career – which has been advocated as they have grown up. The notion of a ‘Job for life’ is dwindling, which is an alarming thought for many HR professionals.
The challenge now is to find effective ways to accommodate and retain emerging talent as they enter the workplace, and a structured onboarding process is certainly a must.
Here are Gilbert Meher’s Four top tips to attract and retain the next generation:
Training and development — In any position and industry, professionals want the possibility for advancement. Effective managers need to invest in their workers and seek opportunities for them to grow. Don’t just offer them a job, offer them an opportunity. It is essential that you give this workforce a sense of purpose. For Generation Z, this job is more than just a paycheck and they will be keen to see their hard work paying off. Reflect on how you can manage their expectation of progression within your organisation.
Recognition and rewards systems — Everyone wants to feel appreciated for what they do. Make it a habit to thank your staff when they go the extra mile, whether it's with a sincere email, a gift card or an extra day off. Show your employees you appreciate them, and share how their hard work helps the?organisation. Many Health and Social Care budgets are tight, so even things such as a tweet on the company twitter account can demonstrate to Generation Z the value they bring to the organisation.
Work-life balance — Managers need to consider what message is the company culture sending. If ?staff?are expected to regularly work long hours and be at your beck and call, you'll likely run into issues with employee retention.?Burnout is very real- especially in Health and Social Care. A healthy work-life balance is essential, and people need to know that management understands its importance. Ultimately, make sure new members of staff are not being overworked!
Dealing with change — Every workplace must deal with unpleasant changes occasionally, and?staff? look to those in leadership positions for reassurance. Therefore, if your?organisation?is going through a merger, layoffs or other big changes, keep staff informed as much as you can to avoid feeding the rumour, make big announcements face to face, and make sure you allow time for their questions.