A new study has revealed that friction in the workplace is causing a worrying productivity divide between bosses and their employees, and it was particularly low for Gen Z and millennial workers.
The research by the London School of Economics and Protiviti discovered that more than one-third of Gen Z employees reported low productivity, while 30% of millennials described themselves as unproductive.
Millennial and Gen Z employees believe that improving their skills in active listening, time management, judgement, and decision-making will increase their productivity. This demonstrates that, while both generations have strong skills in these areas, they believe that employers should do more to help them increase productivity and advance in their roles.
Speaking with Guy Thornton, Founder of Practice Aptitude Tests, he tells YCB: “For younger employees, productivity can drop when they feel misunderstood by older generations or have friction with their managers. The key to fixing this, is to create a work environment that not only supports developing their skills, but also fosters open communication and a sense of belonging.”
Guy has compiled the below list for us of strategic ways employers can support Gen Z and millennial workers, by offering meaningful growth opportunities and promoting a positive, inclusive culture:
1. Encourage a positive work environment
“For Gen Z and millennial employees who may be struggling more in the workplace while older generations thrive, it’s important to create open and clear lines of communication.” This enables them to honestly voice their opinions and concerns confidently, knowing they will be supported.
This approach promotes team cohesion and creates a more positive work environment, helping younger employees feel more comfortable and welcome in the workplace and increasing overall productivity and job satisfaction.
2. Provide learning and development opportunities
Lack of development and career growth is one of the main reasons employees leave a company. Having fewer opportunities to grow may encourage younger employees to feel more detached and less likely to visualise a future with the business.
“Providing Gen Z and millennial employees with robust opportunities for professional development, such as mentorship programs, networking events, or performance reviews, is a key way to show that you’re investing in their future at the company.”
“You can also offer learning and training programmes to help them improve their skills and knowledge that will help them progress in their career.
“Implementing these opportunities will ultimately improve retention rates and increase engagement among younger employees, who may feel overshadowed by older and more experienced colleagues.”
3. Implement mental health support
“Gen Z and millennial employees value their mental health, particularly in the workplace. As they are the most likely generation to experience burnout at work, it’s crucial for employers to understand this generation and their needs at work to promote a balanced workplace dynamic.
“A vast majority of this generation is only just learning the ropes of the workplace, many of whom may have joined during the pandemic. This may cause them to feel isolated and disconnected from the rest of the team.
“Employers should consider providing resources such as confidential counselling, stress management, wellness programs, and support groups to help create a supportive and healthy work environment that promotes the wellbeing of all employees.”
4. Promote work-life balance
It’s safe to say Gen Z are challenging traditional workplace norms, including the importance of a work-life balance. The younger generation values their personal lives and places high importance on a healthy balance and flexibility over any other aspect of a job role.
“Promoting an environment that aligns with their personal lives and wellbeing is important for retention and keeping young employees motivated. Some ways to promote a healthy work-life balance include:
Ensure employees make use of their annual leave – “A recent survey revealed that two-thirds (65%) of employees don’t use their full annual leave allowance. Not taking annual leave can have a negative impact on the employee and employer, and not utilising it can lead to burnout, decreased job satisfaction and lower overall productivity.”
Introduce flexible working hours and conditions – “Such as flexible start or finish times and hybrid working between the home and office. Ensure to check in with employees to make sure they are achieving their professional goals, utilising their time effectively, and making the most of their flexible working arrangements.”
Set boundaries – “Insist your team don’t check emails outside of working hours to ensure employees can focus on their personal time and shut off from work. This is particularly important over the weekend, as it ensures the team returns to work feeling refreshed.”
5. Foster a collaborative and inclusive culture
“Building a supportive and engaging workplace culture helps increase team morale, particularly among younger generations who may feel overwhelmed, stressed or burnt out. This ultimately increases the quality of the team’s deliverables and productivity.
“Promoting team-building activities is a really beneficial way to improve collaboration between a multi-generational team, as it helps to strengthen relationships and build trust among employees.”
