For Gen Z Brits, Work is Core Part of Identity
Research from Foresight Factory finds that 37% of U.K. employees ages 16 to 24 easily accept the authority of their bosses. By Maggie Mancini Despite concerns that Gen Z employees…
Workforce Generations
What Gen Z Wants from Recognition
Tailoring reward offerings to align with preferences of the younger members of the workforce can boost engagement and retention. By Maggie Mancini Gen Z’s presence in the workplace is growing…
Embracing Age Diversity
As workplace demographics shift, HR must proactively prepare for the benefits and challenges of maintaining a multigenerational workforce. By Simon Kent There’s no denying today’s workplace is radically different to…
Gen Z Concerned About Impact of AI
There’s never been a more tumultuous time for young people to plan for and embark on their careers, and employers can benefit greatly from career insights from this data set.…
Nearly Half of Gen Z Consider Working Abroad
Nearly half (44%) of 18-to-24-year-olds believe working remotely doesn’t have to mean working in their home country. With Gen Z set to make up a quarter of the workforce by…
Flexibility Isn’t King
Generational divides become evident when it comes to which groups care most about flexibility. By Zee Johnson For many workers, working remotely or flexibly was not much of an option…
Generation Next
Strategies to develop a holistic workforce strategy to attract younger talent and contingent workers.
By Vish Baliga
The pandemic has challenged companies to rethink their workforce strategies in profound ways, particularly with respect to remote work and gig opportunities. Much of the U.S. has become a work-from-home economy, with over 42% of the workforce now working from home or a remote location full-time. Many of the concerns associated with working from home have been addressed with the aid of new technologies and work practices. In fact, the pandemic-induced remote work environment has provided ideal conditions to validate the benefits of remote work for organizations, workers, and society at large.
A New Approach to TA
Turkcell’s digital process has revolutionised recruitment for early career talent.
By Marta Chmielowicz
Turkcell, the leading mobile phone operator in Turkey, realised that empowering today’s youth is critical to laying the groundwork for a more sustainable future. By engaging recent graduates and early career talent, the company tapped into a promising talent pool -a prospect that was especially enticing given that Turkey has the highest proportion of youth in the EU, with nearly half of its population under the age of 31.
Are You Talking to Me?
An individualized approach to health and well-being benefits can drive engagement in a multigenerational workforce.
By Marta Chmielowicz
Facing rising costs of living and significant transformation in the world of work, today’s employees are more stressed than ever. In fact, 35 percent of all employees and 50 percent of millennials have seriously considered switching jobs due to stress. And employees increasingly expect their employers to address the stress issue, with 60 percent of survey respondents reporting that they feel it is important for companies to offer health and well-being resources that encompass physical, emotional, financial, and social health.
A Connected Culture
Ally Financial is redefining its benefits program to meet the needs of the modern family.
By Kathie Patterson
An organization’s culture and purpose are key driving factors in attracting and retaining talent, and this is particularly the case with top millennial and Generation Z workers. While all employees may want the same things regardless of age, younger generations are more vocal about what they need from their employers and have called on companies to be more thoughtful and willing to evolve with today’s changing society. Ally Financial strives to be open with its employees, listening to feedback in order to be better and do better for its workforce.
