Generation Z, or those born between 1997 and 2004, are known for their creativity, adaptability, and tech-savviness. However, they also face stereotypes such as impatience, lack of discipline, and an inflated sense of self. Dr. Hoang Ngan, a psychologist and director of the Firewway Career Development and Orientation Center, shares her insights: “Generation Z values meaningful work that aligns with their personal values. They appreciate learning opportunities and prefer flexible, tech-integrated work environments. This presents both opportunities and challenges for businesses.”
EXPLORING CAUSES AND SOLUTIONS FOR RETENTION
Mr. Huynh Kim Khoa, CEO of Fuji Impulse Co., Ltd., shared the challenge of retaining young talent. Despite their efforts in recruiting and training skilled Gen Z workers, many leave within a few months. “We struggled to fill positions for mechanical workshop supervisor and warehouse supervisor for several months. When we finally found suitable young candidates and provided additional training for their future managerial roles, they soon left the company,” said Mr. Khoa.
Sharing a similar experience, Ms. Tran Thi Ngoc Bau, HR Director at Wipro Consumer Care Vietnam Co., Ltd., attributed this to the generation’s characteristics. Gen Z often faces challenges when working in traditional corporate environments with established processes and high levels of systematization. Young employees tend to seek flexible work environments, freedom to express their ideas, and opportunities to contribute to projects that align with their personal values. These differences can lead to misunderstandings and conflicts in approaches to work.
Ms. Nguyen Thi Thuc Vy, Sales and Marketing Director at Peoplelink Vietnam JSC, shared their successful experience in attracting and retaining young talent. With over 70 employees, 90% of whom are Gen Z, their company offers attractive policies, transparent salary and bonus structures, and opportunities for career advancement. “We provide a pathway for talented young employees to move into management positions within 3-5 years,” said Ms. Vy. “Additionally, we conduct annual promotion exams, allowing employees from different departments to pursue career changes or promotions.”
Schneider Electric Vietnam has implemented a unique program called Reverse Mentoring, where Gen Z employees mentor senior leaders on topics of interest to young people. After a year and a half, the program has boosted the confidence of young employees, encouraging them to voice their opinions in meetings. It has also helped the older generation understand Gen Z’s language and improved their communication skills, bridging the generational gap.
Wipro Consumer Care Vietnam Co., Ltd. focuses on creating a flexible work environment and providing career development opportunities for young employees. They also organize monthly Happy Sharing sessions, where employees share their work challenges and experiences, fostering mutual understanding and support. According to Ms. Tran Thi Ngoc Bau, HR Director at Wipro, these efforts not only improve employees’ work capabilities but also create a positive work environment and encourage personal growth…
This article was published in the Vietnam Economic Magazine, Issue 23-2024, released on June 3, 2024. Inviting readers to refer to here:
https://postenp.phaha.vn/chi-tiet-toa-soan/tap-chi-kinh-te-viet-nam
