Generation Z workers, born between 1996 and 2012, demonstrate a strong entrepreneurial focus and desire for autonomy in their careers, according to a recent article in HR Magazine. Research commissioned by American Express and The Conduit reveals that 67% of Gen Z employees aspire to own or lead a business. Furthermore, 65% report improved motivation if allowed to undertake more entrepreneurial activities at their current jobs. These findings suggest that traditional job structures may not meet the expectations of this demographic, who value independence and opportunities to innovate.
Jonathan Bourne from Damar Training highlights the importance of integrating entrepreneurial projects into professional development plans to retain Gen Z talent. By offering such projects, companies can provide autonomy and innovative opportunities, aligning better with Gen Z aspirations. Emily Rose McRae from Gartner HR suggests that HR managers should adopt strategies to support entrepreneurial behavior, shifting from rigid leadership to a collaborative approach to boost motivation and retention.
The research also uncovers Gen Z’s confidence in collaboration, innovation, and leadership skills, though they face challenges with business funding and network establishment. Experts suggest adapting career paths to reflect individual skills and goals. According to Sarah Danzl from Skillable, focusing on enriching employees’ time in the organization rather than lifelong retention can benefit companies, enhancing reputation and future interactions with former employees.
