Employers are Firing GenZ Graduates and Don’t Plan on Hiring More
Worldwide trend
Businesses are increasingly hiring and dismissing Gen Z graduates at a rapid pace, leading to a challenging work environment for all parties involved. The swift turnover of Gen Z employees across various companies is not unexpected, given that employers have voiced concerns about the difficulty of collaborating with this particular demographic in recent years. However, the magnitude of these actions does not bode well for the future of the workforce.
A recent survey exposed a significant trend of mass firings among Gen Z individuals, with sixty percent of employers having terminated college graduates hired within the current year. Furthermore, one in seven of these employers intends to abstain from recruiting similar recent college graduates in the upcoming year.
Although this is an American perspective, it makes me wonder about this trend in Southern Africa. In your workplace, what has been the most observable shifts due to the influx of GenZ?
According the the study, the primary reason for the rapid firing of Gen Z in companies is said to be lack of motivation among the employees—50% of respondents cited this as the main reason. The other factors include lack of professionalism, poor organizational skills, poor communication skills, challenges with accepting feedback, lack of relevant work experience, and poor problem-solving skills.
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Has your company fired GenZ's in the past 12 months?
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All is not lost.
Many studies over the last number of years have pointed to the idea that GenZ don't need to be managed. As controversial as this sounds, it may the answer to getting the best out of your younger workforce.
Continuous Feedback
It is now a established fact that GenZ is a fast feedback generation. Many organisations have taken steps to address this generation's need for constant affirmation and acknowledgement. In my opinion, it's the nature and quality of feedback that really shifts the needle.
Talk to us about the most effective way to establish an effective feedback environment at work.
Continuous Mentoring & Coaching
Firstly, we must dispel the traditional understanding and approach to mentoring and coaching. Mentoring can up 'downwards' - from senior to junior employees. Mentoring can also be peer-to-peer, as well as 'upwards' from junior to senior employees. Once a mentoring relationship is established, it's up the mentee to engage when needed. Mentors cannot impose themselves, but they remain a resource to the mentee in order to assist with growth and development.
Coaching is a much more goal oriented and structured process. It requires, regular scheduling and assisting the coachee with means to discover solutions for themselves. The main premise is to help the coachee dig into their vast and rich deposit of talent, knowledge, skill and experience, where most solutions can be found.
Both coaching and mentoring relationships can benefit from some targeted training
in order to enhance the quality and effectiveness of communication.
We will continue to monitor this trend closely and keep you informed of any new developments as they occur, particularly regarding workplace trends related to the entrance of Gen Z into the workforce.
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