Video transcript:
How well does your current work culture attract and retain the young talent your organization needs today?
Your current work culture might actually repel younger generations rather than compel them!
Business leaders have not been taught to prioritize the quality of their work culture. Most leaders ignore their work culture until it implodes.
Is your work culture failing?
The indicators of a failed culture include anger, frustration, distrust, toxicity, harassment and worse. Productivity declines. Customer service deteriorates. Teamwork disintegrates. Proactive problem-solving disappears.
The impact of a failed culture is evident when talented people quit and when your company struggles to attract talented younger generations into your organization. If any of these issues exist in your workplace, your work environment won’t inspire younger workers.
As the best companies and leaders have learned, thriving work cultures require intention and attention. A purposeful, positive and productive work culture is formally defined, then monitored and measured regularly.
What exactly do younger generations look for in an employer?
Deloitte’s 2024 Global Gen Z and Millennial Survey found that Gen Zs and Millennials want purpose-driven work. In addition, they are not afraid to turn down a job that doesn’t align with their values. The survey found:
- Between 43-50% have rejected an assignment or project based on their personal beliefs.
- 40-44% have turned down an employer based on personal ethics or beliefs.
- A staggering 86-89% say having a sense of purpose is vital to their overall job satisfaction and well-being.
To ensure your work culture aligns with younger generations’ preferred work requirements, your work culture must formalize a servant purpose that specifies how your organization serves customers and the community daily. It must formalize the values and behaviors everyone is expected to model to ensure a respectful and validating workplace. And leaders must monitor, measure and manage formal leaders’ behaviors to ensure they are role models of your ideal work culture.
If your work culture is bent or broken, do not hesitate. Define your ideal work culture, then measure alignment to servant purpose, values and behaviors and strategies and goals.
Opinions expressed by SmartBrief contributors are their own.
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