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How to make your business an attractive place to work for Gen Z

As Gen Z will soon represent the next wave of the Chinese workforce, we take a look at the top workplace motivators that would make them successful hires.


  • Author: Ava Piao, Recruitment Consultant, HR and Payroll Services, Beijing Office

According to statistics, in 2021, China’s Generation Z (or Gen Z for short) born between 1995 and 2009 reached 260 million, of which about 149 million were born after 2000. By 2025, Generation Z will constitute the largest part Chinese workforce and their choices will shape future employers and workplaces.

Nonetheless, Gen Z workers have been at the center of the Great Quit, also known as the Great Shakeup, which refers to the current trend of employees voluntarily quitting their jobs during the COVID-19 outbreak to pursue a lifestyle not associated with “work”. and disruptive culture.

In reviewing the evidence, it was found that more than half of Gen Z employees plan to stay in their current role for less than two years, and employees who plan to stay longer are pursuing a role change.

According to the survey conducted by Liepin, one of China’s largest headhunting platforms, the most common reasons for Gen Z to quit include looking for a different job that offers better benefits, such as having more career development opportunities, better working conditions and career development.

Since Gen Z will soon be the next major workforce wave in China, now is the time to learn how to attract and retain Gen Z employees.

A clear and stable career path

More and more studies show that Gen Z is looking for job security and career stability. Therefore, companies that want to attract Gen Z need to develop a structured career progression framework, as well as an organizational chart and performance management.

When the career path becomes clear, the employee knows the direction he is working towards and becomes more motivated at work.

Setting clear goals and acknowledging accomplishments helps them move up the professional ladder without incurring income risk or uncertainty about monthly income.

Flexibility

Additionally, this younger generation responds well to independence and does not like to be tightly controlled or stuck to a regimented outlook. Gen Z has grown up in a world where everything can be personalized, so it’s all about being able to effectively adapt and adjust to personal preferences with the click of a button.

Flexibility replaces healthcare as the most valuable employee benefit, and a recent study found that Gen Zers globally cite work-life balance as their top priority. Gen Z wants the flexibility to manage their own time to spend quality time with friends and family and manage other responsibilities.

A supportive work environment enhanced by technology

It’s important to realize that this generation wants to be empowered, but they’re also looking for trust, support, and care. By providing modern work technology and training opportunities to employees, they will be able to learn for themselves and identify areas where they can grow and improve.

Gen Zers are looking for companies that can embrace a technology interconnection that supports communication with multiple generations in the same workplace and encourages them to try new things and grow professionally over time.

Setting goals and using the latest tools and technology that can measure their success in real time will encourage them to optimize their overall work performance and empower employees to advocate for promotions and pay raises themselves.

Less focused on money but more emphasis on meaningful jobs and recognition

Gen Zers are less money driven than the previous generation, but they want value for their money. They are looking for meaningful jobs that can appreciate and recognize their efforts.

Therefore, if you want to recruit Gen Z workers, you are well advised to keep the Gen Z work ethic in mind and help them reach their full potential and chart a fulfilling career path. .

It is essential to know what motivates your employees and how these motivations shape the culture of your company. After all, what motivates your employees is what motivates your business.


About Us

China Briefing is written and produced by Dezan Shira & Associates. The practice assists foreign investors in China and has done so since 1992 through offices in Beijing, Tianjin, Dalian, Qingdao, Shanghai, Hangzhou, Ningbo, Suzhou, Guangzhou, Dongguan, Zhongshan, Shenzhen and Hong Kong. Please contact the company for assistance in China at china@dezshira.com.

Dezan Shira & Associates has offices in Vietnam, Indonesia, Singapore, USA, Germany, Italy, India and Russia, in addition to our business research facilities along the Belt & Road Initiative . We also have partner companies helping foreign investors in the Philippines, Malaysia, Thailand and Bangladesh.

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