In the quest to attract and retain top talent, organizations often find themselves grappling with the expectations and demands of the millennial/Gen Z generations. However, Robert M Donaldson, a renowned /Gen Z expert, believes that answering their questions and understanding their needs can be easier than anticipated. In this article, we delve into Robert’s invaluable insights, which have the potential to revolutionize your group and foster the growth of brilliant millennials/ Gen Zers.

Compass Point: Promoting a Better World

Millennials/Gen Zers seek to join groups that align with their desire to impact the world positively. They yearn for a deep understanding of your organization’s values and mission. If your group’s mission statement points in the right direction, millennials and Gen Zers will enthusiastically engage in discussions about the bigger picture. Robert Donaldson sees the millennial/Gen Z generation as a gold mine of potential for driving meaningful change.

Culture: Embracing Progressive Work Environments

Gone are the days when millennials and Gen Zers tolerate toxic work cultures. They refuse to endure archaic and destructive behaviors that previous generations may have accepted. Robert Donaldson emphasizes the significance of your organization’s Glassdoor rating—an indicator of your work culture. Addressing issues like problematic bosses is crucial to maintaining a positive rating and retaining high-performing millennials and Gen Zers. You can foster a sense of security and well-being by creating a culture of trust, logical decision-making, and ethical behaviour.

Effective Interpersonal Relationships: Embracing Diversity and Respect

Millennials and Gen Zers view individual differences as essential and non-negotiable in any group setting. They prioritize dignity, respect, and the elimination of abuse within interpersonal interactions. Robert Donaldson advocates for removing bullies and chronic offenders who undermine high performers. You can ensure they feel valued and appreciated by championing healthy outcomes and cultivating a supportive environment.

High-Quality Communication: Transparency and Information

Transparency is a critical aspect of their expectations. They seek a clear view of the present and future within their workplace, enabling them to navigate challenges and find meaning in their work. Engaging in open dialogue and comprehensive discussions on workplace issues contributes to their overall satisfaction. By keeping them well-informed and minimizing misunderstandings, you empower them to avoid unnecessary stress.

Technical Competency: Training and Recognition

Feeling competent and making a skilled contribution is vital for millennials’ and Gen Zers’ peace of mind. They crave assurance that they are doing the right thing and making a genuine impact. By providing adequate training, you enable them to become experts in their respective fields, enhancing their confidence and sense of authenticity. Recognizing their expertise through official recognition and expressing gratitude reinforces their importance and motivates them to continue excelling.

Productivity: Collaboration and Meaningful Contributions

Millennials and Gen Zers seek collaboration and the opportunity to create tangible outcomes. They value inclusion, control, and openness—the three essential human needs that foster a fear-free culture. By embracing these elements, you can eliminate fears of being ignored, humiliated, or rejected. Recognizing their productivity through official acknowledgment and appreciation reinforces their value within the group and provides a sense of fulfillment.

Problem-Solving: Anxiety Reduction and Innovative Thinking

Millennials and Gen Zers dislike unsolved problems as they induce anxiety. However, they are also highly motivated to find solutions, exceptionally when equipped with a systematic problem-solving process. Collaboration in problem-solving initiatives allows them to generate diverse and innovative ideas while alleviating unnecessary anxiety. Encouraging their involvement and recognizing their problem-solving abilities bolsters their confidence and cultivates a culture of continuous improvement.

Continuous Improvement: Mentoring and Innovation

They place a high value on personal performance and are strongly inclined towards innovation. To harness their potential, organizations must offer mentoring opportunities and give them the freedom to generate new ideas.

Mentoring is crucial in providing support and guidance to millennials and Gen Zers. Regular conversations about performance and recognition for positive achievements create a roadmap for success. This approach applies to all individuals but holds particular significance for millennials. Acknowledging their efforts and accomplishments encourages them to continue striving for excellence. Just 30 minutes of mentoring every two weeks, where their importance is emphasized and professional growth is discussed, can have a profound impact.

Innovation is another area where they excel. Having grown up during a technological revolution, they are accustomed to embracing new ideas. Organizations can tap into their innovative thinking by actively seeking their input and implementing their suggestions. Millennials and Gen Zers appreciate the opportunity to contribute to developing and improving processes and solutions. Recognizing their contributions officially, with personal thanks and appreciation on evaluations, reinforces their importance and shows that their ideas are valued.

Competitive Pay: Investing in Millennial/Gen Z Talent

Organizations must offer competitive wages and salaries to make the most of the millennial/Gen Z workforce. When companies provide the type of culture and environment described by Robert Donaldson, they are more likely to stay and contribute their best. Competitive pay is crucial in attracting and retaining high-performing millennials and Gen Zers.

While discussing competitive pay may be sensitive, it is an economic reality that cannot be ignored. They have experienced declining wages and salaries long before they showed up in the job market, leading to economic concerns and resentment. A competitive pay scale is essential to motivate millennials and Gen Zers to stay and thrive within an organization.

Work-Life Balance: Acknowledging the Whole Person

Millennials and Gen Zers emphasize the importance of work-life balance. They expect employers to recognize that they work to live, not live to work. Acknowledging this perspective and demonstrating realistic expectations regarding their personal lives can result in exceptional performance levels from millennials and Gen Zers. They will go above and beyond when they feel their personal lives are respected.

They face various life events such as marriage, parenting, divorce, daycare, and eldercare challenges. Understanding and accommodating these circumstances while maintaining fair expectations is crucial. Organizations can foster a culture of understanding and mutual respect by supporting them through life’s challenges. In return, they will contribute their best work and provide extraordinary performance.

In conclusion, Robert Donaldson’s insights shed light on the expectations and aspirations of the millennial/Gen Z generations. Organizations can attract, nurture, and retain brilliant millennial/Gen Z talent by aligning organizational practices with their values. Embracing a mission that promotes a better world, fostering a progressive work culture, prioritizing effective interpersonal relationships, promoting transparency and information sharing, investing in technical competency, recognizing productivity, supporting problem-solving abilities, encouraging continuous improvement through mentoring and innovation, offering competitive pay, and acknowledging the importance of work-life balance are vital steps towards attracting and keeping hero talent in the millennial/Gen Z workforce.