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Talent Development

A Talent Management Nightmare: 42 Percent Of Employees Don't Trust The Boss

I read with great interest a recent blog posted by Talent Management magazine. While the blog's headline mentions 42 percent of employees don't feel their employers are looking out for their best interests (as evidenced by a fall 2009 TalentScope study of some 50,000), the article goes on to quickly dismiss this data (in the first paragraph!) suggesting it is likely 50 to 60 percent or more.

I read with great interest a recent blog posted by Talent Management magazine. While the blog's headline mentions 42 percent of employees don't feel their employers are looking out for their best interests (as evidenced by a fall 2009 TalentScope study of some 50,000), the article goes on to quickly dismiss this data  (in the first paragraph!) suggesting it is likely 50 to 60 percent or more.

Why the skepticism? Because during the past few years of recession, employers have had to be somewhat ruthless in cutting back their colleagues while offering few if any increases in compensation. This neglect is certain to have taken its toll.

To make matters worse, there's been a logjam of lost opportunities for people who would normally leave their jobs if they were unhappy because there are no opportunities for them to leave to.

This does not bode well for some companies' talent pools when the economy turns around, unless they act now. Especially among those Generation X and Y professionals, who have a lower tolerance for distrust and uunhappiness at work.

Many in talent management and HR roles are fearing the inevitable rebound of the economy, which is likely to spur high turnover rates, a loss of valuable human capital, and create a volatile, unstable workforce. 

Some employers and executives are still in denial, though. I have spoken with some of these individuals, who believe the bad economy is a great remedy and will actually result in the creation of 'I'm-so-grateful-just-to-have-a-job' mentalities and tremendously happy employees who will settle in and stop job-hopping.

This notion that the workforce will revert back to a time when employees worked 40 years at the same company is still outdated–and could have very damaging effects on the future of our nation's workforce and talent development efforts.

It's time to recognize what's really going on in the workforce and to be realistic about the future.

It is likely that more than half or your company's employees are unhappy and have lost faith and trust in your company's leadership. What to do about it? Here are a few tips:

  • Step one: Identify who the high-potential key employees are and cater to their needs.
  •  Otherwise, once the economy starts turning around talent managers can expect a pronounced session of recruiting musical chairs to take place, and the people moving likely will be high performers.

Step two: Consider the offer. Are your pay levels competitive? Are you investing in the training of your employees? Giving them advancement opportunities? Providing the perks and benefits they want and need? Employees–especially Generation X and Y employees–want to feel appreciated and a sense of belonging. Ask their opinions, get to know their career aspirations, and help them achieve their goals. To prevent an exodus of talent your organization has to be serious about keeping employees engaged and be responsive to their needs. If the grass is greener elsewhere, your talent will be sure to go.

Step three: Be open. Employees want to know where the organization is heading, what strategy is being used, what the implications are of that strategy, and any shifts therein for them personally. Don't pay 'lip service' to what's happening, result to the 'no news is good news' philosophy, or only communicate with senior-level staff. The more open and honest your company is, the more trust, loyalty, credibility, and happiness it stands to gain.

Zs came of age in an era of disruption

In many ways, it’s symbolic that Generation Z is named after the last letter in the alphabet because their arrival marks the end of clearly defined roles, traditions, and experiences. After all, Gen Z is coming of age on the heels of what has been referred to as the most disruptive decade of the last century. America has become an increasingly changing and complex place.

For example:

  • ‍Zs were born into a “modern family era” in which highly involved dads help out at home, and the nuclear family model (two parents, married, with children) represent only 46% of American households.
  • ‍Zs are the first generation to be born into a world where everything physical, from people to places to pennies, has a digital equivalent.
  • From the time they were infants, Zs had access to mobile technology. As a result, their brains have been trained to absorb large amounts of information, and Zs are especially adept at shifting between skills and subject matter.
  • Zs tend to have crystal-clear memories of sitting up for the first time at six months old because they can easily and quickly reference the photos and videos their parents shared on social media or saved in the “cloud”. 

Members of this generation have undoubtedly been shaped by crisis and disruption. This generation will largely be responsible for confronting the aftermath of the Great Recession, high youth unemployment, the effects of climate change, terrorism, energy sustainability, and more. These dark events have undoubtedly made this generation more cautious and pragmatic, but they have also provided this generation with the inspiration to change the world – and their grit will likely allow them to do it.

Coming of age during disruption means that most Zs will be comfortable being the disruptors. While Millennials tend to be collaborative and innovative, this generation tends to be sincere, reflective, thick-skinned, and self-directed, and will likely approach work in much the same way.

Zs were raised to be competitive

In the era following World War II, Boomers (1946-1964) were born and eventually became the wealthiest, most prosperous generation in history. Raised to aspire for the American Dream, this very large generation moved into positions of power and influence, and served as the workforce majority for 34 years.

With the American Dream alive and well, Boomers had no reason to teach their children, mostly Millennials, about competition. Instead, they taught them to focus on academic achievement and to be team players because if everyone works hard, everyone can win.

Enter Generation X (1965-1981). In contrast Boomers, Xers came of age during a time when change and economic and political uncertainty began to take root. They have lived through four recessions, struggled with debt and economic decline most of their lives, and watched the best educated and accomplished generation of all time (Millennials) graduate during the Great Recession and become the most debt-ridden generation in history.

Gen Xers can be defined by their independence and anti-status quo approach to life, and they have taught their Gen Z children to be competitive, believing only the best can win. They have encouraged their children to be realists, finding something they are good at and aggressively pursuing it.

Xers have raised their Zs with an intense focus on competitiveness -- in academics, sports, and other activities. This approach to parenting has many implications, but one stands out in terms of business: Gen Z is likely to lead.

Millennials in the workplace created and aggressively advocated for collaborative work environments. In fact, their aversion to leadership has been so strong, some Millennials sought out companies that boasted boss-free or team-managed workplaces.

In contrast, Zs have been raised with an individualistic, realistic, and competitive nature. They have been taught the skills to successfully defy the norm. This means we’re going to see the pendulum shift away from collaborative workplaces towards a widespread demand for, and pursuit of, leadership development.

Zs are career-focused.

While Millennials have been criticized for their “delayed adulthood”, Gen Z is showing signs of “early adulthood”. Educators and parents often describe this generation as being more serious and contemplative about the world. Zs are thinking about their career paths and exposing themselves to career training at an earlier age than Millennials. It’s probable that some of this early onset of adulthood is caused by parents, who are pressuring their children to be competitive and successful and to avoid the debt that plagued both the Gen Xers and Millennials.

The numbers from our global research found 46% of Gen Z said they know what career to pursue and 51% have taken a class at school focused on their career interests. Forty percent joined an extracurricular program (team, club) based on their career interests.

Zs are seeking financial security. 

Zs have been shaped by the aftermath of the Great Recession. They watched Millennials become debt-ridden and are concerned about falling into the same trap. XYZ University’s survey results show 66% of Zs said financial stability is more important than doing work they enjoy, which is the exact opposite of Millennial survey results.  Also, 71% of survey-takers have a paying job.

Zs value leaders who are positive and trustworthy.

When presented a list of leadership traits, Zs ranked positive and trustworthy the highest. While Millennials and Gen Zs both value trust in a leader, Millennials usually cite collaboration and vision as most important. In other words, Millennials focus on the outcomes leaders inspire, whereas Zs are more likely to consider leaders’ attitudes and personalities. To Z, what leaders encourage others to do isn’t as valuable as how they make them feel.

 

Zs want to be challenged.

Both Millennials and Gen Zs place a very high value on feeling challenged and appreciated in the workplace. However, according to our survey results Millennials rank appreciation slightly higher than challenge, whereas Zs rank feeling challenged slightly higher than appreciation.

Time will tell how Zs go down in history, but we know this generation’s influence on history will be unlike any other.

 

Does your organization have what it takes to engage the next generation? Take this quiz to find out.

 

Sarah Sladek is CEO of XYZ University. Our generational intelligence can assist you with engaging and retaining young talent and members.

Sarah Sladek

Concerned about declining engagement in our nation’s membership associations, non-profits, and workplaces, Sarah Sladek founded XYZ University, the nation’s first and only generations-focused training and engagement strategy company, in 2002.

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