A recent survey highlights the pressing need for regular performance feedback to retain Gen Z employees.
- Gen Zs exhibit a higher propensity for resignation if feedback is infrequent, with 73% indicating this as a factor.
- An alarming 21% of organisations lack a structured performance management process, impacting employee retention.
- Weekly check-ins are rare but beneficial for enhancing performance, affecting only 15% of employees.
- Employers are urged to meet evolving expectations with flexible hours, remote work, and consistent feedback.
A recent survey underscores the crucial role that frequent performance feedback plays in retaining Generation Z employees. The data reveals that 73% of Gen Zs, aged 16 to 24, are more inclined to leave their jobs if they do not receive regular managerial communication, sharply contrasting with 52% of their older counterparts.
The survey, conducted by StaffCircle, gathered insights from 250 HR professionals and 1,000 employees. It found that over 20% of HR professionals acknowledge the absence of any performance management process in their organisations. This gap highlights a significant issue in employee engagement and retention strategies.
Moreover, current practices show that only 15% of all employees engage in weekly performance discussions with their managers, while a majority of 76% experience these interactions less frequently, often monthly or even more sporadically. Regular weekly check-ins are proven to enhance employee performance and satisfaction, yet they remain underutilised.
Additionally, 25% of employees reported a lack of access to personal development plans and related goals, impeding their professional growth. Mark Seemann, Founder and CEO of StaffCircle, remarked on the situation, stating, “If organisations don’t check-in with their employees, it’s very likely that their staff will start checking out altogether, and Gen Zs are leading the way with this feedback.”
As Gen Z continues to embed itself into the workforce, there is a noticeable shift in workplace expectations. According to the survey, 77% of HR teams have recognised this change, marking an increase in demand for managerial feedback and flexible work options. Key benefits sought by Gen Z include flexible working hours (75%), remote working capabilities (56%), and competitive remuneration (55%).
In response, 67% of organisations are adapting their HR processes to cater to these emerging expectations. However, there is a discernible gap between promises and practices, with 69% of employees not perceiving any substantial changes. This disconnect underscores the challenge of aligning organisational policies with the evolving needs of the workforce.
Seemann further noted, “Each new generation that enters the workforce brings a new set of expectations, and Gen Z is no different, if anything they are more demanding. HR teams using an effective performance management process are more likely to understand what every generation in their workforce needs. If employees feel heard, they’re much more likely to be more engaged and productive.”
Employers must prioritise frequent feedback and adapt to the shifting expectations of Gen Z to effectively engage and retain them.
