Give meaning to dedicated employees
It is a known fact that people who are unhappy in their work negatively affect not only their work output, but also the society around them. If once raising work motivation was expressed in bonuses, salary increases, or promotion to a new position, today there is a growing demand for meaning, and especially positive impact on society and the environment.
In a survey conducted by Deloitte in 2018, 10,455 Millennials (born between January 83 and December 94) from 36 countries, and 1,844 people from Generation Z [1] (born between January 95 and December 99) were examined, and it was found that there is a high awareness of the responsibility of businesses towards society and a feeling that business success should be measured beyond financial data:
Millennials and Generation Z, who within 10 years will constitute the majority of the global workforce, believe that business owners' priorities should include creating jobs, innovation, and positive impact on society and the environment, and that these values should exist above, or at least alongside, increasing profits, increasing efficiency, and production and sales.
Deloitte Global CEO, Punit Renjen, calls on leaders to wake up and identify ways to positively impact their surrounding communities if they want to earn the trust and loyalty of Millennials and Generation Z. As things look now, 43% of Millennials expect to leave their jobs within two years and 61% of Generation Z joined the same statement.
In Israel, the picture reflects the same data. In personality tests conducted by Logipass, it was found that young people entering the job market exhibit a lower need for job security and a higher need for social acceptance by others. In addition, the personality questionnaires found that young people demonstrate much higher levels of social involvement in the organization than older people.
So what does this mean for the market? First of all, there are winds of change in the air. Generation Z, who grew up in the 2000s, was exposed to technology, information, ideas, and music at a much higher level than all previous generations. They are connected to each other and to all the answers the internet can offer, which makes them more flexible and restless, as people in society and also as potential employees Tulgan, B. 2013). Apparently, the job market will have to accept the changes supported by Generation Z in order for them to enter the job market as an active and meaningful part.
In conclusion, the world is constantly changing and it is necessary to understand the change from the position of the potential employee, what drives them, what skills they bring with them, and how to integrate social-environmental goals with economic-productivity goals.
Logipass gives you a clear and objective picture of skills, reliability, and personality in a deep and reflective way so that you know who is standing in front of you, how (and if) to integrate them into the organization, what to expect from them, as well as what organizational adaptations should be made so that they connect to the organization's goals.
DeloitteMillennial Survey. (2018). Last watched: 21.01.19
{https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-2018-millennial-survey-report.pdf}
Tulgan, B.(2013). Meet Generation Z: The second generation within the giant"Millennial" cohort. Rainmaker Thinking, 1-12.
[1] Generation Z, like the Millennial generation, is not a universally accepted concept, some of its alternatives are Generation I, Digital Natives and Post-Millennials. The age range is also far from agreed upon and for the purpose of the survey, those born in 1995-99 were included.
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