Connecting with Gen Z: A guide to boosting employee engagement

Adapting to new forms of communication and behavior

So the question is not how hiring managers connect with young job candidates who, if they are well-educated, will have many job offers in a tight labor market. Rather, the question is how companies can adapt to new communication and social forms as well as changing value systems — regardless of the generation of applicants and job candidates.

The answer lies in a changing system. Although Generation Z is having a catalytic effect on changing values within society, it is not the trigger. When people place more value on work-life balance, it can lead to conflicts in traditional work environments that require overtime or constant availability. For example, we offer our employees the option of working from their home office two days a week. This provides the necessary flexibility and space for balance. And it benefits mental health.

A value-oriented corporate culture is a must

Due to multiple crises (war, climate and inflation), employees are increasingly looking for a value-oriented corporate culture. Sustainable action and social responsibility are in demand — companies that falter here will find it difficult to attract and retain talent from Generation Z (and others). This in turn involves fine-tuning the company’s processes.