Short promotional/insight video by Anthony Onesto (from his book The New Employee Contract) presenting Insight #3 (chapter three): Gen Z values job design that gives autonomy over when and where work is done. Onesto argues Gen Z can be loyal if employers meet these needs, highlights remote/dispersed work as an advantage post-COVID, notes some roles (manufacturing, restaurants) are harder to redesign, and closes with a CTA to buy the book and a preview of chapter four.
Chapters
Everyone, Anthony Honesto here. And this is insight number three from my new book, the New Employee Contract. Out now. How to find, keep and elevate Gen Z talent. In my first video, I talk about Gen Z. I introduced the reader to Gen Z and I provided you an inside chapter two, what shaped this generation of talent coming into the workforce? And now in chapter three, I talk about what this generation wants. Now there are a ton of different suggestions on how employers, how CEOs, HR leaders, leaders in general need to think about this generation that is here and coming into the workforce in the next couple of years. The one insight I wanted to provide from chapter three is something called job design in with this generation, what they're looking for. And a lot of reports are out there now saying that this generation is not loyal. They're absolutely loyal. If you do all the things I prescribe in my book, I will almost guarantee that generation will be loyal to your company. That's the employer contract or the employee contract that I talk about at a high level. But job design, super important. They want to be able to do the job whenever and wherever they want. Now some jobs are going to be very difficult to actually redesign. If you're in a manufacturing facility or if you think about sort of restaurants, very difficult. But there are some opportunities to really rethink job design here. I think a lot of it applies to technology or knowledge workers in that sense. But I think even within the manufacturing or in restaurants, I think you need to think about the ability for this generation to be creative with their job design. And there are things where you can give them autonomy, you can give them the ability to do their job whenever and wherever they want. And the great news here is that over the COVID experience where employers starting to look at remote workforces and dispersed workforces, that's going to be an advantage for this generation. And attracting and retaining this generation is this idea of a dispersed workforce being able to do their job anywhere they want. Now with complete remote it'll allow you to do that. So if you're reconsidering bringing folks back into the office, think about this next generation of the workforce and what they're looking for. Go out and buy the book. Thanks. We'll see you in two weeks for chapter four. Have a great day.
