????多年來，千禧一代的職場問題一直都是媒體關注的焦點。這一代人至少還會在職場打拼30年，但與此同時，即將閃亮登場的Z世代員工應該引起潛在雇主的注意。他們已經準備就緒，并且與千禧一代一樣，專注且干勁十足。但Z世代對“好雇主”的定義，在許多重要的方面卻有所不同。

????Z世代是指90年代中期至2000年代初期出生的一代人。與前輩們一樣，Z世代同樣干勁十足，但藝珂人事顧問美國公司近期的“2015職場之路”調查顯示，Z世代的期望不同于千禧一代。千禧一代盡管背負著不好的名聲，但許多人渴望經濟穩定，這在很大程度上與他們在經濟衰退最嚴重的時期進入職場有關。而Z世代卻專注于他們夢想的工作。事實上，接受調查的大多數Z世代（32%）都表示，他們最大的愿望是在未來10年內能夠從事自己夢想的工作。

????但他們并不認為找工作會很容易，因為許多學生（32%）認為，找到工作是最值得關心的問題。學生最關心的問題還包括助學貸款，約21%的受訪者最關心教育成本及其未來的持續經濟影響。事實上，現在的學生有半數以上（53%）表示，助學貸款債務是他們做出教育和職業決策時的主要考慮因素。除上述擔憂之外，對于第一份工作，許多學生（36%）更關注成長的機會，而不是工資。

????為了招徠人才，許多公司都在宣揚友好的職場文化，靈活的時間安排和透明的工資，但他們或許需要為Z世代提供更多注重職業發展的福利。今天的大學生們將職業發展機會列為第一份工作最重要的考慮因素（36%），之后分別是令人滿意的工作（19%）和穩定性（19%）。友好的工作環境（10%）、靈活的時間安排（7%）和更高的工資（6%），受重視程度反而較低。為了吸引優秀的人才，公司必須證明他們可以幫助員工實現其最重要的職業目標。

????不過，公司面臨的最大障礙可能是如何留住員工。一旦員工未能積極開展自己的工作，或未能全身心投入到公司事業當中，公司便很容易失去他們。尤其是對于Z世代而言，跳槽將是一個重要問題，因為83%的學生相信，3年甚至更短的時間，才是從事第一份工作的恰當長度。此外，超過四分之一大學生認為，第一份工作的時間應該為一年或者更短。通過提供有效的、頻繁的培訓，以及職業發展機會，雇主可以幫助他們最寶貴的資產——員工——在公司內找到合適的位置，并保持較高水平的員工積極性和保留率。

????鼓勵辦公室之外的職業發展機會，也有益于留住員工。給予員工參加有利于職業發展的會議與研討會的機會，可以使他們走出舒適區，接觸其他職業人士，并將他們學到的知識帶回公司。

????工作觀摩是為員工提供全方位培訓的另外一種方式。允許員工觀摩其他部門同事的工作，是幫助他們學習新技能的一種簡單方式。此外，這種方式還可以讓員工對公司有更深入的整體了解，鼓勵公司內部的成長。

????毫無疑問，Z世代對于未來有著遠大的志向，他們有足夠的上進心，勇于攀登職業階梯。Z世代很清楚，職業發展與成長機會對自身的成功至關重要，因此他們會將能夠調動其積極性并鼓勵他們成長的公司作為首要選擇。雇主如果能滿足Z世代的學習欲望，并提供持續成長的機會，便可以成功吸引和留住即將閃亮登場的下一代人才。（財富中文網）

????本文作者Bob Crouch為藝珂集團北美區CEO。

????譯者：劉進龍/汪皓

????審校：任文科

????Over the past few years, the millennial workforce conversation has taken center stage in the media. While this group will be in the workforce for at least 30 more years, there is a new generation on deck causing prospective employers to take notice: Generation Z. Getting ready to step up to the plate, Gen Z will be just as focused and driven as millennials, however, their definition of a “good employer” will vary in some important areas.

????Generation Z is classified as those who were born in the mid-90s to early ‘00s. Much like the generation before them, Gen Z is driven, but according to the recent 2015 Way To Worksurvey by Adecco Staffing USA, their aspirations differ from those of millennials. Despite the stigma around millennial workers feeling entitled, many aspire to be financially stable, a desire that may likely be tied to them entering the workforce in the deepest part of the recession. Gen Z, however, is focused on their dream job. In fact, the majority (32%) of Gen Z surveyed stated their greatest aspiration is to be in their dream job within 10 years from now.

????They don’t expect finding a job to be easy though, as many of today’s students (32%) report finding a job as their top concern. Student debt is on the list as well, with 21% of those surveyed being most concerned about the cost of education and the lasting financial impact it can have on their future. In fact, more than half (53%) of current students report that student loan debt is a major consideration in their schooling and career decisions. In spite of this concern, many students (36%) are more focused on the opportunity for growth rather than salary when it comes to their first job.

????While many businesses are touting friendly workplace cultures with flexible schedules and transparent salaries in order to lure talent, they may need to offer more career focused perks instead for Gen Z. Today’s college students ranked opportunity for career growth as the most important aspect of their first job (36%) followed by fulfilling work (19%) and stability (19%). Friendly work environments (10%), flexible schedules (7%), and the highest salary (6%) rank lower in priority. To attract the right talent, organizations will have to show how they can help their employees reach their most important career goals.

????Yet perhaps the biggest obstacle will be retaining these employees. Any company is susceptible to losing talent if employees aren’t engaged in the work they do or committed to the organization they work for. With Gen Z in particular, job hopping could be a major concern as 83% of today’s students believe that three years or less is the appropriate amount of time to spend at their first job. Furthermore, over a quarter (27%) of students believe you should stay at your first job for a year or less. By providing effective and frequent training, as well as professional development opportunities, employers can help their greatest assets–their employees–find a niche within the company and maintain a high level of engagement and retention.

????Encouraging professional development opportunities outside the office can also be beneficial. Giving your employees the opportunity to attend career-focused conferences and expos allows them to step out of their comfort zone, network with other professionals, and bring their learnings back to the organization.

????Job shadowing is another way to give employees well-rounded training. Allowing employees to shadow their colleagues in other departments is an easy way for them to learn new skills. It will also give them a greater understanding of the company as a whole and encourage growth within the organization.

????Without question, Gen Z has big aspirations for the future and are motivated to climb the ladder. Knowing professional development and growth opportunities are essential to their success, Gen Z will prioritize companies that are engaging and encouraging over those that are not. By appealing to Gen Z’s desire to learn while offering opportunities for substantial growth, employers can successfully attract and retain the next generation of talent stepping up to the plate.

????Bob Crouch is the CEO of Adecco Group North America.