Engaging the Next Generation: Motivating Millennials and Gen Z in Local Careers

In 2020, Millennials, born between 1981 and 1996, overtook Baby Boomers as the largest generation in the United States. Generation Z, people born between 1997 and 2012, started entering the workforce around the same time. This marked a noticeable shift in the workforce as older generations began retiring while a wave of new workers began their careers. These generational groups have grown up during rapid technological advancements and globalization. They seek purpose-driven work, value work-life balance, and prioritize continuous learning and development which has required shifts in employers’ approach to talent acquisition and retention. Here, we explore ways to keep these generations engaged.

Provide Meaningful Local Work

Both Millennials and Gen Z seek a sense of purpose and work that makes a positive impact. For Gulf Coast employers, this presents an opportunity to connect the company to the local community and highlight the ways employees can help make the community a better place. The majority of new job growth in the Gulf Coast comes from the leisure and hospitality industry, and private education and health services, so there is a natural connection to how these roles provide helpful services and can improve the lives of others.

Tip: Emphasize the benefits of working locally when recruiting or onboarding new employees. Highlight the advantages of building a career in the community, including forming close-knit networks and the ability to make a lasting impact on people’s lives and our area. No matter the industry, participating in the local workforce adds value to the community.

Foster a Culture of Learning

Younger workers are eager to learn and grow their careers. Offer ongoing training, mentorship programs, and opportunities for professional development to show your commitment to their personal and career growth. Create linear career paths so employees feel a sense of momentum and advancement. Promote local networking and community engagement and facilitate networking opportunities among young workers, local business leaders, and community influencers where possible.

Tip: Organize on-the-job training opportunities, Registered Apprenticeship programs, or industry-specific learning events that will open doors to career advancement. Encourage employees to participate in local professional associations or take advantage of any outside training programs to help them succeed. This may include online soft skills workshops or sales training. Workforce Solutions can help you develop custom on-the-job training programs to engage young workers and prepare them for career growth.

Embrace Technology

Gen Z is a digital-first generation, and they have a strong affinity for technology. Millennials aren’t far behind with their lifelong tech skills. Be open to implementing new digital tools, platforms, and remote work options where applicable. Encourage a spirit of innovation when it comes to technology and empower younger workers to contribute their ideas for process improvements and digital solutions.

Tip: Reverse mentoring programs can give younger employees a chance to demonstrate their technical knowledge when new systems are implemented. Allow them to learn new systems and train others or create team building exercises that involve employees from different generations to give everyone an opportunity to share best practices and explore new skills.

Promote Work-Life Balance

Work-life balance is essential for all employees, but it’s especially crucial to Millennials and Gen Z. Offer flexible work arrangements where possible and allow them to maintain a healthy balance between their personal and professional lives. This doesn’t always mean extra time off or shortened workdays, it can also include community involvement days and team activities. 

Tip: It is not always possible to provide extra days off but look for ways to provide time-based incentives or flexible work shifts to accommodate employees’ academic schedules, parenting responsibilities, or outside interests. Also, remind employees to leave work at work and enjoy their downtime.

Motivating and engaging a younger workforce can be done when you provide meaningful work, foster a culture of learning, embrace innovation, and encourage building a life outside of the workplace.