| | OCTOBER 2024MANAGEHRMAGAZINE.COM8For a long time, workplace culture has been heavily influenced by ambition, intense focus and long hours. Careers and the achievement of professional goals took center stage and were the main priorities for young people starting out in their new jobs. However, there has recently been a shift away from this mindset, with young professionals now re-examining their priorities when it comes to work-life balance and reflecting more on what they want out of their careers. There is a bigger need for purpose, meaning and impact.Generation Z largely entered the workforce during the "great resignation" of the COVID-19 pandemic, a time that upended our notions of the traditional way of working. That period has now ushered in a new era ­ the "great reflection" ­ where team members are being more mindful about how, for who and where they work. As companies and leaders experience this shift, they should work to better align company culture with this generation's career goals and their prioritization of work-life balance. Given 65% of team members are rethinking the place work has in their lives, there's a new opportunity here for leaders to find ways to keep team members inspired and fulfilled at work. To address this culture shift, here are three fundamental steps managers and senior leaders should consider taking.Find Meaning in the Work Many employees want to work for organizations whose values align with their own. Offering a robust Corporate Social Responsibility (CSR) program can be a powerful way to help employees contribute to their passions. When team members feel like what they are doing is actively playing a part in improving the world, they will in turn be able to connect deeper with their work and their colleagues, fostering creativity, belonging and motivation. For example, at Hilton Grand Vacations (HGV), we inspire and encourage team members to give back to their local communities through volunteer opportunities through our CSR program ­ HGV Serves. Throughout the year, we host a variety of volunteer events for our team members, such as building homes with Habitat for Humanity, connecting with local youth at a Boys & Girls Club or putting together care packages for our troops overseas with the United Service Organization (USO). Prioritizing these programs and encouraging employees to participate is critical.If your company is still working to build a CSR strategy and the initiatives associated with it, in the meantime, be sure to connect with your employees to better explain the meaning and impact of their work, given half of Gen Z workers said that it is very important for their jobs to have meaning. This can be as simple as being clear about your company's mission, vision and values during one-on-one or group meetings while being intentional to solicit feedback from your employees on what they hope to achieve in their careers. Studies have shown that when workers have a chance to reflect on their own purpose and how it relates to their company's mission, they are three times more likely to feel fulfilled and highly engaged at work. When they are able to see the effect of their efforts and how they fit into the greater whole, it can also drive employees to approach their daily tasks in a more purposeful and committed way. HOW TO ENGAGE WITH & MOTIVATE THE NEXT GENERATION OF TEAM MEMBERS IN THE GREAT REFLECTION ERABy Pablo Brizi, Executive Vice President, Chief Human resources Officer & Corporate Affairs, Hilton Grand VacationsPablo BriziIn MyOpinion
< Page 7 | Page 9 >