How Employers Can Keep Younger Generations Happy at Work
This video examines the research showing differences in career expectations between younger Millennial and Generation Z workers versus older generations, with younger workers prioritizing opportunities for growth, learning new skills, flexibility in work arrangements, and finding meaning and purpose through social impact, valuing recognition and being less satisfied with static roles in contrast to older generations' focus on job stability and employer loyalty. If left unaddressed, this generational gap could lead to higher turnover as organizations struggle to adapt, but some companies are proactively implementing strategies aligned with younger worker needs, like Deloitte focusing on development through rotations and mentorship to increase retention, and Anthropic focusing on flexible work and social impact projects to attract engineers. The video then proposes specific actions in human resources, leadership development, and culture that companies can take to better engage younger talent, including offering learning opportunities, flexibility, conducting stay interviews, rewarding growth, and promoting diversity, demonstrating how companies like Deloitte, Kickstarter, and Chobani operationalize these strategies through a focus on learning, flexibility, social purpose, and inclusion to strengthen retention of younger generations entering the workforce.
