It’s safe to say that Gen Z workers have seen some stuff. They’ve witnessed multiple economic downswings and entered the workforce during an unfavorable economic climate. They’ve watched relatives work the same job for decades, yet these young adults know that is likely not the life that’s waiting for them. They also realize that new tech is constantly emerging, and they have concerns that extend into the healthcare industry.
A recent Becker’s Hospital Review story touches upon the “demands” being made by Gen Z healthcare workers. Spoiler alert: These workers are making savvy stipulations. What they want sounds reasonable, and employers would be wise to listen to them, especially since this generation tends to be “union curious,” making them targets for third-party infiltration. How can healthcare employers attract them and keep unions away?
These workers want zero BS, and we’re offering suggestions on how to communicate that messaging to them:
Technology and experimentation: These healthcare workers are overall anxious about AI, but do realize that there is no other option but to wrap their minds around the newest tech. As a result, they desire transparent protocols on how AI assistants and other cutting-edge tech will be used in clinical settings. To gain workers’ trust, employers should emphasize training, upskilling, and cross-training, which will help Gen-Zers visualize the opportunities for growth and advancement they want from an employer.
Wellness culture: Sadly, those who care for and save the lives of others do not always have the resources or headspace to prioritize themselves. There’s a reason that burnout is rampant among healthcare professionals, including matters involving mental health, which should be at the forefront for those who regularly witness stressful situations, including trauma and death. Whether through in-person or app-based offerings, workers with access to therapy, yoga, and meditation resources will benefit.
Work-life balance: Younger generations are particularly sensitive to this issue after their Gen X parents attempted to “have it all” while balancing demanding careers and raising families. The reality of this quest has led many Gen-Zers to lean into working smarter, not harder, while viewing employment and personal fulfillment separately. So, they want to take their PTO without feeling like less of an asset while doing so. Gen Z also digs flexible scheduling, such as longer shifts with fewer weekly days required. This is already commonplace for some nursing positions, but for other roles where flex or WFH days are possible, you’ve got their attention.
Room for growth: These workers don’t want to hear lip service about promotion and advancement without follow-through. They want employers to establish mentorship programs with clearly defined paths for career development. Managers should also set challenging yet attainable goals and ensure regular progress meetings with workers’ direct supervisors.
Clear company purpose and values: Gen-Z-er workers are all about employers who accurately reflect their own mission statements. Internal communications should be transparent and forthright, and public-facing statements, such as those from social media, should ideally include authentic and accurate storytelling.
In healthcare, a mass exodus of retiring workers recently made way for a new crop of lifesavers, so Gen Z’s worth is immeasurable. Employers who can attract these workers will hold the keys to the future.
