A recent article in VNExpress sparked a heated debate about the challenges of retaining Gen Z employees in Vietnam.
The piece, titled “The easy job-hopping mentality of many Gen Z,” highlights a growing concern among employers about young workers’ perceived lack of loyalty and unrealistic expectations.
The article paints a picture of Gen Z employees as demanding easy work with high salaries, overestimating their abilities, and being quick to change jobs when disappointed. It suggests that many young workers need more basic professional skills, more communication and teamwork, and spend work hours on social media rather than focusing on their tasks.
One particularly striking quote from the article states: “I don’t hire employees who change jobs four times in two years.” This sentiment reflects many employers’ frustration when dealing with what they perceive as a lack of commitment from Gen Z workers.
It also underlines the challenge many businesses face when managing Gen Z. Instead of motivated employees, who, of course, still have the occasional off-day but enjoy working collaboratively, business leaders face a generation they don’t understand.
What do we know about Gen Z that could help us as business leaders manage and retain them better?
To truly understand the Gen Z workforce and develop effective retention strategies, we must look deeper into their motivations and values. A Decision Lab and Dreamplex study offers valuable insights into what drives Gen Z in the workplace and why they might quickly leave a job that doesn’t meet their expectations.
Contrary to the VNExpress article’s assertion that Gen Z primarily seeks easy work and high salaries, the Decision Lab and Dreamplex research reveals a different priority:
“Gen Z prioritizes opportunities for experience and learning over money, reflecting a shift in values and aspirations from previous generations.”
The study found that 44% of Gen Z respondents were excited about learning new skills when starting a new job, while 21% looked forward to gaining new knowledge. This focus on personal and professional development suggests that Gen Z's job-hopping may be driven more by a desire for growth than unrealistic salary expectations.
The VNExpress article criticizes Gen Z for spending too much time on social media at work. However, this behavior might indicate a deeper issue related to communication preferences. The Decision Lab and Dreamplex study found:
"Only 8% of Gen Z prefer in-person communication, with the rest preferring instant messaging as a supplemental tool."
This stark contrast with previous generations suggests that companies still relying heavily on traditional communication methods may need help to engage their Gen Z employees effectively. Rather than dismissing their digital habits, employers might consider adapting their communication strategies to better align with Gen Z preferences.
While the VNExpress article portrays Gen Z as overconfident and resistant to criticism, the Decision Lab and Dreamplex research paints a different picture:
"Over 90% of Gen Z want feedback at least once a week, and 19% even want it daily."
This desire for constant feedback stems from their eagerness to learn and improve. Far from being delusional about their abilities, many Gen Z employees actively seek guidance and growth opportunities.
The VNExpress article suggests that Gen Z cannot withstand pressure and is easily discouraged. However, the Decision Lab and Dreamplex study reveals a strong entrepreneurial spirit among this generation:
"An impressive 63% of Vietnamese Gen Z dreams of being in a startup, with 1 in 4 already made their hobbies into side businesses."
This entrepreneurial mindset indicates a willingness to take risks and face challenges, contradicting that Gen Z is simply looking for easy work. It’s a reminder for business leaders that there is a lot of opportunity in engaging and retaining Gen Z, if they tap into their entrepreneurial spirit.
The VNExpress article criticizes Gen Z for their demanding nature regarding work conditions. However, the Decision Lab and Dreamplex research suggests that these demands are not about ease, but about creating an environment conducive to productivity and creativity:
"Gen Z is demanding when it comes to their ideal workplace. They want a flexible, inclusive, and collaborative environment. They also want a comfortable, professional, and creative space."
A quote from a Gen Z respondent further illustrates this desire for a multifaceted work environment:
"Comfort is so important to us. I want to be able to be myself, to do what I like, not to be constrained by existing stereotypes. And we don't want anyone to judge our look or our way of working." – My, '98, HCMC
Our eight years of experience creating coworking space and flexible offices for rent that cater to what employees truly want from an office proves that with a bit of effort, we can make Gen Z feel at home at work. Just look at the elegance of the recently opened Dreamplex Le Hien Mai to see how we bring comfort to the workplace.
Given these insights, here are some strategies companies can implement to reduce Gen Z turnover and address the concerns raised in the VNExpress article:
1. Prioritize Learning and Development: Implement robust training programs and create clear pathways for skill acquisition and career growth. This will address Gen Z's desire for continuous learning and help them improve their professional skills.
2. Embrace Digital Communication: Adopt modern communication tools and platforms that align with Gen Z preferences while setting clear guidelines for appropriate use during work hours.
3. Provide Frequent Feedback: Establish systems for regular, constructive feedback that goes beyond annual reviews. This can help Gen Z employees improve their skills and feel valued.
4. Foster an Entrepreneurial Culture: Create opportunities for innovation and autonomy within the organization to satisfy Gen Z's startup aspirations.
5. Redesign the Workspace: Consider flexible office layouts that promote collaboration while providing quiet spaces for focused work. Mix it up by occasionally getting out of the office – using a stylish meeting room for workshops or team building activities.
6. Set Clear Expectations: Clearly communicate job responsibilities, performance metrics, and company values to ensure alignment between employer and employee expectations.
7. Offer Meaningful Work: Connect job roles to larger company missions and societal impacts to satisfy Gen Z's desire for purpose-driven work.
8. Promote Work-Life Balance: Recognize the importance of mental health and personal time for Gen Z employees while emphasizing dedication and hard work, for example by embracing hybrid work and WFH.
The challenges of retaining Gen Z employees are real but manageable.
By understanding this generation's underlying motivations and values, you can create work environments that attract Gen Z talent and encourage them to stay and grow within your organization.
Rather than dismissing Gen Z as entitled or difficult, view their demands as an opportunity to evolve and improve their workplace practices. By bridging the gap between traditional work expectations and Gen Z's aspirations, companies can build a strong, sustainable workforce that leverages this new generation of workers' innovative potential.
As the workforce continues to evolve, organizations that remain agile and responsive to generational shifts will be best positioned to thrive in the competitive talent landscape of the future.We know you’ll be one of them.
Dreamplex creates “A Better Day at Work” by perfectly meeting the needs of rapidly growing companies that understand their young employees expect more from their workplace.
With professional, flexible workspaces, top-notch hospitality services, and a collaborative community for mutual growth, Dreamplex helps businesses work productively while optimizing operational costs.
Join the community with tech experts and startup founders from TIKI, Zuhlke Vietnam, GFT Group, Vietcetera, at Dreamplex’s flexible office spaces in Ho Chi Minh City and Hanoi.
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