HRO Today April 2019 - 8

Upside
NEWS FROM THE WORLD OF WORK
On the
Hunt for
Opportunity
What are the top strategies to retain high-performing
employees? Promotions and pay raises certainly play a role, but
new research from O.C. Tanner indicates the value of another
factor: opportunity.
According to the annual Global Culture Report of 14,000
employees of large companies across 12 countries, 41 percent of
survey respondents prefer variety in their day-to-day tasks over
a promotion. However, in the past 12 months, only 49 percent
have gotten the opportunity to work on a special project, with
39 percent reporting that they wish they had more of such
opportunities.
Being chosen for a special project tells employees that they are
valued and trusted while granting them exposure to new skills,
visibility, and knowledge of different parts of the business. In
fact, the research suggests that employees who are given the
opportunity to participate in a special project:
* are 50 percent more likely to believe they learn new and
valuable skills in their role;
* have a 26 percent increased sense of opportunity;
* are 20 percent more likely to feel successful;
* are 25 percent more satisfi ed with leadership; and
* have a 20 percent increase in job satisfaction.
In addition, 76 percent of employees who took on special
projects believe that the opportunity helped them grow in ways
that their day-to-day job could not, and 71 percent say that
it allowed them to connect with people they would not have
ordinarily met. Seventy-eight percent also report that the work is
preparing them for their future careers.
By allowing employees to take on special projects outside of
their routine responsibilities, managers can empower them to
contribute to the company in broader ways and make them
feel more confi dent in their abilities and infl uence within the
organization.
top strategies that work best for this group of incoming employees.
What motivates Gen Z?
* Stability. Sixty-nine percent of respondents reported that they
prefer a stable job over a job they are passionate about.
* Development. Thirty-six percent of Gen Z employees fear being
stuck at a job that doesn't provide development opportunities. This
group also wants to see organizational results from their efforts: 86
percent feel they lose time on tasks not related to their core job.
* Career growth. Two-thirds of Gen Z employees say that their goal
is to become the best in their profession. And most expect quick
results-75 percent believe they should work in their position for
only a year before receiving a promotion.
What does Gen Z expect from their managers?
* Communication. All but 11 percent of survey respondents expect
frequent communication with their boss, and 20 percent said they
need daily feedback just to stay at their job.
* Recognition. Forty-two percent of Gen Z employees agree that
public recognition and praise from their boss is important to them.
* Support. Seventy-seven percent of respondents believe that
creating a safe space for failure is more important than establishing
accountability, but more than half (54 percent) admitted they were
afraid to ask for help.
* Confi dence building. Gen Z feel signifi cant stress related to too
much pressure from their boss and not being good enough.
Managers need to work on building their confi dence and decisionmaking
skills.
What are the top fi ve strategies for managing Gen Z given these
results?
1. Create open, two-way communication and give frequent
feedback.
2. Embrace this group's competitive and entrepreneurial
tendencies.
3. Never manage or motivate through fear.
4. Teach Gen Z soft skills and good decision-making patterns.
5. Provide effective coaching to help them meet their aspirations.
Understanding
Generation Z
Generation Z has already started entering the workforce-but
many employers still haven't begun adjusting their practices to
accommodate the new generation. InsideOut's new report, The
Ultimate Guide to Generation Z in the Workplace, presents the
[8]
HRO TODAY MAGAZINE
|
APRIL 2019
The Top
Challenges of
Global Employers
A new XpertHR report outlines the key challenges that employers
face after making the decision to operate on a global scale:
1. Establishing a global presence. Companies looking to

HRO Today April 2019

Table of Contents for the Digital Edition of HRO Today April 2019

HRO Today April 2019 - 1
HRO Today April 2019 - 2
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HRO Today April 2019 - 4
HRO Today April 2019 - 5
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