A Guide to Engaging Gen Z and Millennials at Work – With Gamification – part 1
A Guide to Engaging Gen Z and Millennials at Work – With Gamification – part 1
Next-gen employees (Gen Z and Millennials) make up about 40% of the total workforce today. By 2030, this number will rise to nearly 60%. Both these generations are unique in the ways they learn and engage with the workplace and the world. And they are set to transform work in ways that might catch many unsuspecting organisations by surprise.
But while it’s tempting to dismiss next-gen employees as “kids these days…”, savvy HR managers know better. As work cultures shift and employee values evolve, organisations need to understand and prepare for their emerging workforce to keep attracting, managing and retaining the best talent.
But, like all worthwhile things, this won’t be easy. At least not without the right tools and solutions.
So let’s dive into what makes Gen Z and Millennial employees tick, the challenges this poses for HR, and how a surprising little change can make a big difference.
Understanding the Generations: Gen Z and Millennials
The first step in solving any challenge is to understand it.
So before we jump into the challenges HR managers face with managing and retaining next gen talent, let’s explore what exactly sets Gen Z and Millennials apart in the workplace.
Spoiler: it’s more than just their love for TikTok.
Generation Z Employees
Born between the mid-1990s and 2010.
As employees, Gen Zers are fiercely independent workers who value their time and privacy. Born in the heyday of technology, Gen Zers are highly tech-savvy, and perform many of their daily activities online. Known for being socially conscious and innovative, they are drawn to organisations that prioritise these values too.
Their short attention spans might mean that they get easily distracted by funny memes. But if you can engage them with purposeful work and interactive learning methods, you’ll have a dedicated workforce eager to make a difference.
Millennial Employees
Born between the early 1980s and the mid-1990s.
Driven by values and a need for work-life balance, Millennial employees value purpose and flexibility at work above all. They also thrive in team settings, loving to brainstorm, collaborate, and share tasks.
Even as they move into leadership positions, millennials desire more than larger paychecks: they want to work for companies that share their values and offer opportunities for growth. If you ask them, free pizza at work is great, but flexible schedules and having a job you’re passionate about is even better.
Common Values: Gen Z and Millennials at Work
Gen Z and Millennials share many core values that shape their approach to work and their expectations from employers.
Purpose-Seeking: Curious by nature, they are interested in more than just their roles—they care about their organisations and the world around them. They reject the ‘cog in a machine’ mindset and crave meaningful work that makes a difference. In fact, a majority believe they have the power to drive change within their organisations—61% of Gen Z and 58% of Millennials, to be exact.
Technology: As digital natives, they speak tech fluently. They appreciate tech tools that streamline their work, making processes more efficient and freeing up time for more meaningful tasks.
Growth and Learning: Continuous learning and skill development are non-negotiables. These groups thrive in environments where they can grow professionally and value feedback and recognition. The more a company invests in their development, the more engaged they become.
Innovation: Millennials and Gen Z are highly innovative and love breaking the mould. They seek out organisations that value forward-thinking approaches and aren’t afraid to try new things. They see themselves as change agents, eager to help shape the future of work.
Value for Time: Both generations treasure their time, favouring flexible, remote, and mobile work options. They’re not just clocking in; they’re looking for efficient, tech-driven ways to get the job done.
Understanding these shared values is the first step to building organisations that are more effective at attracting, engaging, and retaining Gen Z and millennial employees.
HR Challenges in Recruiting and Managing Different Generations
With these new values and perspectives, Gen Z and Millennials are shaking up the age-old ways of the workplace. And as exciting as that is, it also presents a fresh wave of challenges for HR managers everywhere–challenges that probably led you here!
So let’s get specific: what are the most crucial challenges HR managers face when hiring, managing and recruiting next gen employees?
Newer Learning Styles
Gen Z and Millennials have grown up with technology at their fingertips. They’re used to interactive and engaging content, which means your training programs are essentially competing with their social media feeds. When they learn, both Gen Z and Millennials prefer videos over other modes. Traditional training methods—think long presentations and outdated manuals—might have worked for HR teams in the past, but they just aren’t cut out for this new audience.
Retention Headaches
Both Gen Z and Millennials crave meaningful work. If they don’t find purpose and value in their roles, they’re likely to start looking elsewhere faster than you can say “exit interview.” 44% of Millennials and 75% of Gen Z plan to leave their current jobs within the next two years if they don’t find the work meaningful. It’s crucial for HR to keep these employees engaged and motivated.
The Speed of Onboarding
For companies that rely on seasonal workers or frequently onboard new talent, speed is of the essence. New gen workers, especially Gen Z (22%) are eager to jump into their roles immediately.
Rather than spending their first weeks filling out endless forms, next gen workers would prefer learning and onboarding quickly through the device they’re already comfortable with, such as smartphones (64% of employees find accessing their training content from a mobile device essential or very useful). Onboarding processes need to quicken the pace if organisations are to keep up with this changing trend.
Communication Styles
Gen Z and Millennials love quick, flexible, digital communication over long emails and in-person meetings. They also favour modes of work communication that engage them as participants, instead of expecting them to receive top-down communication. Traditional trainings that have always relied on one-time, one-setting and one-way flows of information are in dire need of an update.
Clearly, traditional HR methods are falling short with Gen Z and Millennial employees. But what happens if you fail to adapt? Let’s look at the cost of poor training and how it can impact your business.
Adapting to the needs of Gen Z and Millennials is no longer optional—it’s essential for future success. But understanding them is just the beginning. In Part 2, we’ll explore the real impact of poor training and how gamification can turn things around for your organization.
Read more: 3 Key Reasons To Switch to Gamified Recruitment in 2024
A Word from Seppo
Navigating the HR landscape with Gen Z and Millennial employees can be tricky, but it doesn’t have to be a total mystery. By understanding your next-gen workforce and exploring gamification solutions to engage them, you can future-proof your trainings while boosting productivity and job satisfaction. It’s a win-win!
Can you imagine your employees showing up for trainings with the same excitement they have for their favourite video games?
If you’re ready to level up, check out some of our customer stories where training games made all the difference. Happier employees, more efficient organisations and pleasantly surprised HR teams ahead!
To learn more about how to gamify different trainings, we recommend: