Connecting With Gen Z:
Strategies and Best Practices for Engagement
Welcome to “Connecting with Gen Z: Strategies and Best Practices for Engagement” training. As Gen Z enters the workforce, it is important for organizations to understand their unique characteristics and needs in order to engage and retain them. In this workshop, we will explore strategies and best practices for engaging Gen Z employees and discuss ways to adapt and improve the workplace for this generation.
- To understand the characteristics and needs of Gen Z employees
- To identify key factors that contribute to effective engagement of Gen Z employees
- To explore different approaches and strategies for engaging Gen Z employees
- To develop action plans for improving engagement of Gen Z employees in your organization
This training will include a mix of lectures, group discussions, and practical exercises.
Participants will have the opportunity to apply what they have learned through exercises and case studies.
included in 90-min, Half Day & Full Day sessions
- Group discussion: Participants will discuss the challenges and opportunities of engaging Gen Z employees in their own organizations and share best practices and strategies.
- Gen Z engagement plan development: Participants will work in small groups to develop a plan for improving Gen Z engagement in their organization, considering key success factors and incorporating different approaches.
- Measuring effectiveness: Participants will discuss ways to measure the effectiveness of Gen Z engagement efforts in their organization and identify potential metrics to track.
(included in Half-Day and Full Day sessions)
- The Self-Determination Theory: This framework suggests that people are more motivated and engaged when they feel a sense of autonomy, relatedness, and competence in their work.
- The Psychological Contract: This theory proposes that employees form an unwritten agreement with their organization, in which they expect certain outcomes (e.g. recognition, support) in exchange for their contributions.
- The Employee Value Proposition: This theory suggests that employee engagement is driven by the perceived value that employees receive from their work and their organization.
- The Self-Determination Theory can be used to design engagement programs that support Gen Z employees’ sense of autonomy, relatedness, and competence.
- The Psychological Contract can inform the types of practices that are most effective in meeting the expectations of Gen Z employees.
- The Employee Value Proposition can inform the design of programs and initiatives that increase the value that Gen Z employees receive from their work and organization.
At the end of this session, participants will have a deeper understanding of the characteristics and needs of Gen Z employees and will have developed strategies for improving their engagement in the workplace.
They will be able to apply this knowledge through the development of a Gen Z engagement plan and by identifying ways to measure the effectiveness of these efforts.