Finding fulfilling and motivating work is a challenge for many people, but it can be especially difficult for those just starting their careers. And as Generation Z professionals – those born between 1997 and 2012 – , managers are tasked with helping employees find meaning in their roles while also meeting organizational goals. Some managers may view Gen Z’s desire for meaningful work as a form of entitlement, but dismissing it can be costly.
Research shows that employees who find their work meaningful experience greater , which directly boosts productivity. Meanwhile, ignoring this need can lead to and “ .” In short, helping younger employees find meaning on the job isn’t just good for them – it’s a smart business strategy.
As , we wanted to understand how managers can help younger staff thrive. So one of us – Kelly Kennedy – conducted a research study at Baylor University in which she interviewed a range of Gen Z professionals. Then, together with leadership consultant , we analyzed the results to identify three crucial factors that can help managers unlock meaning for early-career professionals.
These are self-knowledge, adding value, and relationships. By addressing these areas, managers can foster a supportive environment where Gen Z professionals thrive. is about understanding who you are and what you value, and recognizing your strengths and weaknesses.
Research shows for creating a productive and engaged workforce. To help Gen Z employees develop s.
