Gen Z will stick around if given more internal opportunities

More praise is good too ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ 

Share this email Share this email on LinkedIn   Share this email on Twitter   Share this email on Facebook   CURATED READS FOR GEN Z—AND THEIR Z-CURIOUS COLLEAGUES Subscribe Click to get this newsletter weekly first up Have you ever heard someone scoff that Gen Z workers have "no sense of loyalty"? I have, and I raise those naysayers this: Does anyone? Leaders have been debating the "death" of the stay-till-you-drop job ethos since before I was born, and job hopping is far from new.  As such, it's no surprise that Microsoft's recent workplace survey found that 52 percent of Gen Z were considering leaving their jobs—but it also found that 73 percent of us would stay at our jobs if it were easier to change roles internally.  That's good news for employers—our research shows that reskilling current employees and allowing them to transition into new jobs with new responsibilities can be tools for long-term success. On the flip side, stagnation can lead workers out the door; "quiet quitters" may be phoning it in if they feel like there's no chance of moving up anyway. Young workers are 82 percent more likely to keep an eye out for new opportunities and have the least confidence in internal mobility. It's key for managers to show Gen Z employees that there's room to grow, as well as clear pathways for them to develop.  McKinsey partner Bryan Hancock and coauthors suggest that leaders should start counting internal retention—workers hopping to a new job at the same org—as a success. That means creating the following for employees:    • clear paths toward advancement that make it easy to identify next steps • a transparent internal hiring marketplace where employees can look for new jobs   • opportunities to build new skills to prepare for the future (Read more about how leaders can put these ideas into practice here.)  And to even want to move up, workers need to feel seen where they are—good pay is key, but over half of employee engagement comes from nonfinancial recognition. Gen Z needs it even more than prior generations; Gallup found that nearly four in ten young workers crave praise from bosses at least a couple of times a week. It's not (just) an ego thing; entry-level workers often use kudos as a road map toward doing more of what they're doing right.  (Conversely, 10 percent of baby boomers say they'd never like praise, thank you very much.)  If Gen Z workers can imagine a future where they are, then pastures guarded by ghastly things like résumé refreshes and new commutes may start to look a little less green.  VISUALIZE IT The Great Resignation spurred employees to big shifts—workers didn't just leave jobs for slightly better ones; they often left behind an entire industry. A whole new world Wait, don't scroll  Heat waves, war, and stigma. Our research on Gen Z mental health in Europe reveals a nuanced framework for how young people view mental health issues, often showing compassion toward friends and family but feeling personally flawed for the same struggles.  Stretch time. Research shows that the most upwardly mobile people move into roles where only 60 percent of the job overlaps with their old one. Bold moves = big wins. Into the unknoooooown. Uncertainty isn't something that needs to be avoided—realizing that you may need to feel uncertain to try something new can help you take back your power. NOT US; STILL GREAT Tell me the money. Gen Zers are big fans of pay transparency, and as some US states pass pay disclosure laws, young people have been drawn into the debate online—such as on TikTok, where strangers on the street share their salaries. [BBC] OK, bestie. Data show that having a close friend at work has a big effect on employee happiness—even more so postpandemic. [Gallup] opportunity abounds Search our 500+ job openings On our Careers Blog, Rachel, a firm lawyer, once used her many talents to craft jewelry for the TV show Gossip Girl  Sign up for our free Careers Blog newsletter or 40+ other free alerts and newsletters A LATERAL MOVE? Your latest McKinsey Crossword: Cryptocurrencies 67-Across: Word that can follow the highlighted words to make cryptocurrencies. Can you solve it? Get digital  — Edited by Sarah Skinner, Gen Z curation editor, New York Subscribe Click to get this newsletter weekly BACKTALK Have feedback or other ideas? We'd love to hear from you.  Tell us what you think Follow our thinking McKinsey Insights - Get our latest thinking on your iPhone, iPad, or Android. This email contains information about McKinsey's research, insights, services, or events. By opening our emails or clicking on links, you agree to our use of cookies and web tracking technology. For more information on how we use and protect your information, please review our privacy policy. You received this email because you subscribed to our Organization alert list. Manage subscriptions | Unsubscribe Copyright © 2022 | McKinsey & Company, 3 World Trade Center, 175 Greenwich Street, New York, NY 10007