How to Motivate Gen Z Employees on the Shop Floor

Retail / 25 Apr 2023

As Generation Z enters the workforce in increasing numbers, employers are faced with a novel challenge when it comes to motivating and engage this unique generation – a generation with different expectations to their predecessors.

Generation Z – or “Gen Z” – is a cohort that values authenticity, flexibility, and purpose in their work – and they expect their employers to do the same. Employers that cannot provide this will have a hard time retaining retail staff in the future.

With these values in mind, what motivates Gen Z in the workplace? This article attempts to answer this question – we’ll explore practical strategies that retail managers can use to motivate these employees on the shop floor in order to foster a more engaged, productive, and satisfied workforce.

Who Are Gen Z?

Gen Z is the part of the population born between 1997 and 2012. They are the newest generation to enter the workforce and are known for their tech-savviness, entrepreneurial spirit, and desire for work-life balance. They are also the most diverse generation.

Another defining characteristic of Gen Z is their desire for authenticity. They want to work for companies that are transparent, ethical, and socially responsible. They value diversity and inclusion, and they expect their employers to prioritize these values as well.

In addition, they want their work to have a purpose beyond just making a living – they want to feel like they are making a difference in the world and/or pursuing a meaningful career.

Challenges in Motivating Gen Z Employees

Motivating Gen Z employees can be challenging for several reasons.

They are more likely to job-hop than previous generations and may not be as committed to their current job as their millennial and boomer colleagues.
Salary is important to this generation – but what motivates Gen Z in the workplace more than that? Work-life balance. For many members of this generation, it’s a priority, which means that traditional incentives like promotions and salary increases may not be as effective. In fact, Deloitte’s ‘Welcome to Generation Z’ report states that while salary is still important for this cohort, it is less important to them than for any other generation. On the other hand, they have come to expect employers to offer perks and benefits – including flexible working arrangements.
Their expectation for meaningful work combined with shorter attention spans may also cause them to lose interest in their work faster than those of previous generations. Gen Z grew up with smartphones and social media applications such as TikTok, which encourage the fast consumption of bitesize pieces of information as well as constant stimulation and instant gratification. As a result, they may get bored easily if their work is not engaging.
The report by Deloitte also discusses that, despite the stereotypes that have already emerged about Gen Z, these individuals refuse to be pigeonholed and expect a degree of personalization in their working lives.

With these challenges in mind, let’s find out how to motivate Gen Z employees and reduce churn.

How to Motivate Gen Z Employees: Strategies

Training and Development Opportunities

As mentioned, Gen Z are motivated by work that has a purpose beyond just making money. Employers can therefore create meaningful opportunities, and part of that is providing training and development that help them to excel in their role and prepare them for the future.

Provide Opportunities that Align with Their Values
One approach to training and development is to provide opportunities that align with the interests and values of Gen Z. This may seem difficult when their role involves repetitive tasks, but it’s possible.

For example, if an employee is passionate about sustainability, they may be more motivated if they are given opportunities to learn about eco-friendly products and production processes the company uses. In turn, this knowledge may provide them with a better basis for discussing such issues with customers, further promoting the brand’s reputation as a sustainable business.

Other opportunities could involve participating in recycling initiatives or charitable activities associated with the company, as well as being connected with opportunities to volunteer in their community.

Showing that the company cares about issues that are important to Gen Z can help to create a sense of purpose and meaning in their work. Employees are then no longer just stacking shelves or providing point-of-sale service – they are contributing to something meaningful.

It’s also important to remind employees why their work matters. Even the most straightforward or repetitive of roles makes a difference – a supermarket employee, for example, is ensuring food gets to the table of hundreds of thousands of local residents. Reminding them about this often will increase morale.

Offer Non-Linear Career Paths
Gen Z is not content with climbing the ladder in a linear way, so it’s important to offer shop floor staff cross-departmental opportunities. Someone that starts out on the shop floor many not be interested in becoming a department or branch manager, and they might not be interested in sales either. However, they may be well-suited to operations.

Therefore, to keep shop floor staff motivated in their current roles as well as retain them for the future, they need to see that their employer honors the possibility that they may change their minds or take the road less travelled.

In addition, staff should be offered training opportunities that allow them to develop a broad range of skills that will apply to different roles.

Provide Mentoring and Coaching
Another consideration when it comes to development is to provide mentorship or coaching. Staff may appreciate having a more experienced colleague to turn to for guidance and support, and this may help them feel more valued by the company.

Offer Flexible Scheduling

Gen Z employees value flexibility in their work schedules and they have come to expect it. The retail industry comes with unsociable hours at times, with employees having to work weekends and in some cases, evenings. It is much more engaging to rotate the timetable so that it is not always the same people working at the weekend.

Even having one out of four weekends free each month could make the world of difference to an employee and prevent them from looking elsewhere for opportunities that provide them with better work-life balance.

Our solution includes an Employee Self-Service app which lets staff plan and change shifts to their liking.

Use Technology

Gen Z are comfortable with the latest technologies and are used to having it at their fingertips to make life easier. As a result, they appreciate tools like mobile apps that make it easier to do their jobs. One example is the use of a mobile app to find important information and resources related to their role.

Technology may also be used to deliver training in the form of videos, podcasts, or interactive courses that include gamification elements.

Another use of a mobile app could be to create a performance tracking and feedback system that incentivizes staff through rewards. Again, gamification may be used here to make things more fun and interactive, such as a points system where staff are rewarded for completing certain tasks or hitting certain milestones or sales targets.

You can also make their lives easier using technology such as our workforce management software – MANUS WFM. It lets staff easily track time and request vacation – all with a modern, sleek user interface.

Create a Positive Work Culture

Creating a positive work culture is an important part of getting Gen Z buy-in. This means providing opportunities for feedback and collaboration, ensuring diversity and inclusion, and creating a sense of community and belonging. Again, Gen Z employees want to feel like they are part of something bigger than themselves, and a positive work culture can help foster that sense of connection.

Wellbeing initiatives also come into play here, including support for mental health and general wellbeing, the provision of healthy meals, and so on. However, it also includes anti-bullying policies and measures that minimize toxic social dynamics and management styles (speaking of which, micromanagement will not go down well with Gen Z as it communicates mistrust and a lack of confidence in an employee’s ability to perform – which is not popular among a generation that highly values authenticity and transparency).

The Importance of Communication in Creating a Positive Work Culture
Transparency and open communication is key to ensuring an environment in which employees are content and, therefore, able to perform at their best. All employees should feel comfortable in voicing concerns, suggestions, and other feedback.

While it may not be easy to ensure that all employees have a voice in a large organization, implementing the processes and systems to support that will make all the difference in terms of culture. After all, who wouldn’t want to work in a company that makes them feel like equals/liked valued contributors?

Neurodiversity
The often-overlooked area of neurodiversity needs consideration by any large organization that wants to promote a positive workplace. As Generation Z has grown up, general awareness about Attention Deficit Hyperactive Disorder (ADHD) and Autistic spectrum Disorder (ASD) and other neurological differences has grown remarkably. Regardless, many organizations fail to train their staff about such topics.

With up to 20% of the population being neurodiverse – and with diagnoses increasing – it is important for employers to recognize not only their required accommodations, but how they bring competitive advantage to the workforce.

While the law in many regions already requires employers to provide reasonable accommodations for such employees, that does not mean that employers truly understand their needs. It is therefore beneficial to train management so that such individuals can be well-understood.

Again, it comes down to flexibility – in working arrangements as well as management styles – and open communication is the key ensuring nobody has to suffer in silence with difficult working conditions.

Give Feedback and Recognition

Gen Z value not only the opportunity to give feedback, but to receive it as well. Organizations should therefore seek to provide regular feedback, including one-to-one reviews.

Regular praise is also important – a “well done” or “thanks for doing such a great job today” makes a huge difference. Because what motivates Gen Z in the workplace more than knowing their work has meaning and value? Not much. They want to know how they are performing in their roles; they want to feel like their opinions and ideas are valued; and they want to know that their work is making a difference.

In Summary

The entrance of Gen Z to the workforce presents novel challenges. This generation is unique and has higher expectations from their employers than their predecessors – expectations about flexibility, work-life balance, and the opportunity for fulfilment – expectations of being treated like a human being whose needs are respected. In addition, their values are important to them and they seek employers who demonstrate social responsibility.

Many organizations are already taking steps in the right direction when discovering how to motivate Gen Z employees, such as implementing new learning technologies and offering more flexible working arrangements. Other steps to take include offering professional development opportunities including non-linear career paths (and the training to support them), and the creative use of technology.

Manus Software Europe/Softbrick B.V. are Europe’s favorite provider of enterprise workforce management software. If you’re looking to improve your WFM processes including payroll and attendance management, contact us to book a demo.

How to Encourage Workforce Management Adoption in Your Organization

WFM / 11 Apr 2023

Workforce management is an essential aspect of any organization but without successful employee adoption, its full benefits will not be realized. There are several reasons that employees may resist change, including a lack of incentive as well as fear of new technology threatening their jobs.

To overcome these obstacles when implementing new workforce software or processes, it’s helpful to have a plan in place to encourage employees to get on board. This article provides some suggestions for how to do that, so you can reap the rewards that the best workforce management software has to offer throughout the entire employee lifecycle.

What Are the Barriers to Adopting New Workforce Management Solutions and Processes?

Resistance to Change

Employees may be resistant to change, especially if they are comfortable with the current way of doing things. Additionally, they may feel overwhelmed by new systems or processes. After all, so much change has occurred over the last couple of years due to the pandemic that the thought of any more disruption may cause some individuals to disengage.

Fear of Job Replacement

Another cause of resistance is the fear of AI potentially automating their jobs. While there are certain jobs that are likely to be replaced in the coming years, the majority of your workers will not be affected. Their roles may change, but they won’t become obsolete.

While we know this, your workers may not – so it could be worth addressing during any training sessions held when you implement new technology.

In fact, a Voice of the Workplace in Europe report by Deloitte shows that 65% of respondents said that the flexibility to change tasks or working environment was important or very important to feeling motivated/happy – so, this could in fact be a motivating factor for adoption.

Perceived Indifference to Staff Needs

Another issue is that many staff feel that their needs are not addressed when new technology is implemented.

An international study by PWC that included participants in the UK and Germany showed that, while 90% of C-suite executives said their company paid attention to employee needs in this scenario, only 53% of staff agreed.

Engage employees in the process, gather their perspectives and feedback, and take their needs into account when making decisions about change.

Lack of trust

If employees do not trust their managers or the organisation, they may be hesitant to adopt a new system. They may feel that the new system is being implemented for the benefit of management rather than for the benefit of employees.

Communication barriers

If there is a language or cultural barrier between employees and management, it may be difficult to effectively communicate the benefits of the new system. This can result in a lack of understanding and increased resistance.

Organisational culture

Some organisations may have a culture that is resistant to change or innovation. This can make it challenging to implement a new system that is perceived as a departure from the status quo.

Methods to Improve Adoption of Enterprise Workforce Management Software

Conduct an Initial Survey

Before launching any new system, it’s beneficial to conduct a survey so that employees can share their perspectives on it. This will provide insights into the barriers to change among your particular workforce. From there, you can use appropriate methods to address the situation.

Communicate the Benefits of Workforce Management Software

As keen as any executive or manager may be to implement new systems because they’re aware of the benefits, it’s unlikely that most staff will share that enthusiasm. It’s therefore important to communicate the benefits of any new system to employees.

However, we’re not talking about the benefits the company will gain. It’s not likely that your shop floor staff are interested in the company’s financial success – at least not beyond knowing their job is secure. It’s therefore more important to communicate how the software will benefit them.

How will it make their lives easier? It will make it easier for them to request vacation time and have it approved. It will make payroll and compensation management more efficient, ensuring they are paid correctly and on time every month. Employee scheduling features will make rosters more organized. Think from their perspective and you’ll find many benefits to discuss.

Overcoming Reluctance

The principle above can also be used to reframe the aspects of a new WFM system that employees may not like. For example, they may feel resentful about having to use fingerprint scans to clock in if that was not part of your former attendance tracking process. While many employees do commit time fraud, the remaining honest employees may resent the feeling of mistrust that comes with such monitoring.

To overcome these types of issues, reframe them in a positive way. For example, let them know that the new system accurately tracks their hours to ensure they are paid correctly and on time every month, with no delays caused by any disputes.

Another step to take is to identify staff that are particularly skeptical, as this may have a negative impact on those who would otherwise be willing to implement new systems and processes. Make a point of having one to one conversations with them about their concerns, reassure them, and again, remind them of what’s in it for them.

Discuss the Benefits for Senior Staff

If it’s senior staff that need convincing, give examples of how workforce management has improved operations in other organizations. Back up your claims in with data to show the impact of workforce management; this can include data on performance management, efficiency, cost savings and other key performance indicators. (Our total workforce management system is proven to reduce labor costs by 3% to 7%.)

Also, let them know ahead of time that you’re investigating a new system and ask for their perspectives on the matter. Explain how it supports business objectives and the objectives of their individual departments. Highlight the way it will improve the efficiency of their working days.

Involve Employees in the Process

Another way to encourage adoption is to involve employees in the process, and this can be done by soliciting feedback and input on new systems and processes. As mentioned, when employees feel like their opinions are valued and that they have a say in the direction the company is going, they are more likely to be invested in its success. Overall employee engagement will likely improve as well.

Remove the Alternatives

If employees have no option but to use the new workforce management solution, then they will have no choice but to use it. If you’ve just transitioned away from paper-based vacation requests or timesheets, for example, let staff know that this documentation can no longer be accepted. They’ll soon be willing to get on-board with digitization if it’s the only way for them to get time off or get paid.

Appoint a Champion or Dedicated Team

Having an individual or a team that is responsible for encouraging adoption will help set the tone for other staff, making it easier for them to follow suit. Large organizations may decide to appoint a team for each department; these individuals may also be assigned the task of communicating the benefits, as discussed above.

As well as encouraging other employees to use the system, these early users can be a helpful source of feedback during the transition stage.

Send Regular Reminders to Inactive Accounts

If your system requires users to set up or activate accounts but your staff aren’t doing it, send reminders as often as needed to ensure they take the necessary action. Eventually, they will get tired of the notifications and will comply just to make them stop.

We’re not talking about spamming or harassing them with numerous emails per day, but anywhere from once per day to once per week will encourage them.

Another way to incentivize them would be to hold a competition, where the team or department with the most activations within a specified period of time wins a prize of some sort.

Make the Transition Gradual

This will not always be an option, especially when implementing new software. However, if you are making smaller adjustments to your WFM processes, phasing them in step by step allows employees to adjust gradually and become comfortable with new processes before moving on to the next change.

Provide Training and Support

When implementing new software, provide thorough training and support to employees. This can include hands-on training sessions, online tutorials, or Q&A sessions for any staff that are unsure about certain features of your workforce management system. It’s also helpful to provide ongoing help desk support to employees in case they have questions and need assistance.

When onboarding new staff, make sure the new systems and/or processes are part of their training. Don’t let them learn on the job from staff who may be reluctant to use the new system or do not have a clear understanding of its functionality.

Ensure new staff only know the new ways of doing things – and not the old processes that you want to leave behind.

Keep Training Simple

Make sure any training you implement is easy to follow and does not involve a lot of technical jargon. Your staff should not need to consult any user manuals in order to understand a system’s functionality – and if they do, it may be a sign that you’re not using the right workforce management software. (MANUS WFM is user-friendly and has a clean and intuitive user interface design.)

Continuously Evaluate and Improve

Finally, it’s essential to continuously evaluate and improve your workforce management plan. Collect feedback from all relevant stakeholders, analyze the data, identify areas for improvement, and refine your processes and systems accordingly. By doing so, you can ensure that your workforce management plan remains relevant, effective, and sustainable.

In Summary

Having a plan to encourage adoption is important for the success of any new workforce management systems or processes. While some staff may be reluctant to embrace change, there are many ways to make it easier for them. These include communicating how the software makes their jobs easier and appointing designated individuals to advocate for the new software. You can also remove the alternatives, giving them no option but to get on the bandwagon.

In addition, conduct thorough training in different formats for different types of learners, and have someone available to provide ongoing support.

One of the best ways to ensure WFM adoption is to select an easy to use system. MANUS WFM provides state-of-the-art WFM solutions throughout Europe and beyond, helping large, multi-national organizations to optimize their workforce and payroll processes.

Our systems are cloud-based for easy implementation and integration with other systems – which is another way WFM can make your people’s day-to-day tasks easier. Contact us today to arrange a demo and see how your WFM processes can transform.