In a world that’s constantly evolving, one of the stark realities facing organizations in 2023 is the challenge of retaining front-line staff. With over 19 million US workers resigning since April 2021, it’s evident that the wave of employee turnover is not only unsettling but also unprecedented. At the heart of this upheaval is the desire for appreciation, a sense of belonging, and meaningful engagement at work—a signal that the traditional workplace must transform to meet the needs of its most vital asset, its people.
Who are we dealing with? The current and incoming workforce comprises predominantly of Generation Y (Born 1981 – 1995) and Generation Z (Born 1996 – 2009). Understanding and catering to the unique expectations of these groups are pivotal for organizations aiming to foster a culture of retention and engagement. This encompasses modifying policies, procedures, and practices to align with what these younger generations seek in the workplace.
The core of the issue lies in feeling undervalued. Studies, including those cited by McKinsey Quarterly and Gallup, highlight a glaring gap in employee appreciation and recognition. With 40% of employees contemplating a departure from their current jobs due to feeling unvalued, it’s clear that fostering a culture of appreciation and belonging is more critical than ever.
But what specifically do Generations Y and Z want? Transparency, accuracy, recognition, rapid growth based on performance rather than longevity, and, importantly, a workplace that provides regular, constructive feedback. Generation Z, in particular, craves human interaction in their work, regular feedback sessions, and views failure as a stepping stone to innovation and learning.
To grapple with these challenges, Jeff Bormaster, L.C.S.W., with 40 years of experience in human services, proposes a solution rooted in success-focused supervision. This model emphasizes coaching staff for success, providing ongoing positive feedback, and ensuring supervisors are systematically trained to meet the nuanced needs of these generations.
For agencies like EmberHope, the message is clear: the path to retaining Gen Y and Z employees involves rethinking supervision and feedback mechanisms to foster a work environment where younger employees feel valued, understood, and part of a meaningful mission. At EmberHope, we have adopted a success-focused supervision model, Supervision For Success, which is our keystone in building a resilient and engaged workforce prepared to tackle the challenges of tomorrow.
Source: Leading From Outside the Box, Written by Jeff Bormaster, L.C.S.W., who has dedicated 40 years of work in human services to improving the field. Jeff Bormaster can be reached at Jbormaster@aol.com.
