Let’s start by looking at some interesting stats of one of the Gen Z and Millennial Surveys conducted by Deloitte, where around 8,412 millennials and 14,808 Gen Z from 46 nations were connected. The survey highlighted a unique contrast in their responses. Around 40% of Gen Zs and 24% of millennials intended to leave their workplace within two years. Interestingly, 35% of Gen Zs and 32% of millennials looked forward to leaving their job even if they didn’t have the security of a new job.

Creating a Performance-Based Learning Success Plan

These are alarming stats. Hence, it is time to focus on employee engagement more than ever.

Relationship Between Employee Engagement and Attaining Organizational Goals

1. Employee Engagement Is Directly Connected with The Work Purpose, Business Results, and Performance

It is difficult for a business to attain sustainable success and growth without an engaged and active workforce. Employee engagement is essential, primarily to ensure complete customer satisfaction and service. Customer experience relies on highly motivated, competent, and well-trained employees. Giving employees a compelling purpose encourages them to deliver better results and achieve better work performance. And it impacts the overall success of the organization and its team.

2. Every Great Talent Looks for Employee Engagement Opportunities to Help Demonstrate Their True Potential, Passion, and Purpose

An organization’s work culture and employee engagement opportunities are the crucial factors that determine the quality of talents interested in applying for the company’s open positions. Companies must ensure that their employees get the right platform to use their true potential to feel fulfilled. The candidates consider this as an extra incentive for joining a company.

3. Engaged Employees Are More Emotionally Invested in Their Job, Which Inspires Them to Deliver Better Results

Employee engagement opportunities offer countless benefits to the candidates. Nowadays, employees don’t limit workplace advantages to monetary benefits and compensation. It is more about how the workforce feels about the work culture, their managers, working hours, workload, and other similar aspects. Having a clear purpose prepares the employees for the mission of delivering quality services and products, ensuring clients’ complete satisfaction. Besides, it makes them emotionally invested in the organization’s success. Hence, companies should aim to implement employee engagement ideas that not only encourage open dialogue but also help them measure and Address Emotional Connections of the workforce.

4. High Engagement Boosts Employees’ Morale and Encourages Them to Find Their Purpose

The more engaged the employees are in accomplishing the organization’s purpose, the less likely they will switch to other work opportunities. A compelling purpose and engaging opportunities encourage employees to stay committed to their work and job responsibilities. Even if you don’t give them a compelling purpose but provide a healthy growth environment, they may find their purpose overtime during the job. Looking for an employee increases the overall expenses and makes it difficult to find their replacement.

5. Engagement Motivates Employees to Set Goals and Take The Initiative To Improve Performance

Improving employee engagement is vital to ensure the overall performance of the workforce. Employee engagement metrics transform the intangible motivators into trackable, tangible, and visible motivators of performance success. It is one of the critical steps to setting internal goals and implementing initiatives for improving employee engagement. Companies that focus on building a solid baseline build a better workforce and can achieve their goals faster.

Understanding the New-Gen Employees

It has become essential for companies to understand how to motivate and engage the new-gen employees. They need to examine the psychological needs of their workforce to ensure their well-being. The three major psychological requirements are detailed below.

1. Autonomy

The younger generation of employees seeks more decentralized work environments, making it easy for them to learn and understand how the work is done at the organization. Gen Z and Millennials are more interested in working independently on projects and getting a job that facilitates them with the required flexibility.

2. Belonging

The unique thing about newer generations is that they look forward to building real connections at the workplace. They seek a sense of belonging in the organization. Gene Z and millennials share their identities and values in whatever work they handle at the workplace. It encourages them to be expressive and more dedicated to their organization.

3. Mastery

The new generation of the workforce gives more importance to employability than long-term employment. Hence, Gen Z always looks forward to opportunities that can help them enhance their skills continuously, thereby enhancing their growth opportunities in the workplace.


The purpose is not only the most powerful element for the companies to attain success, but it is also one of the primary reasons for their existence. Purpose guides the company’s culture and defines its framework for connection creation and decision-making through value sharing and inspiring the workforce to work to their true potential.

Fulfilling the intrinsic needs of Gen Z and millennials, organizations must have a purpose for reimagining the experience of an employee in the following ways –

  • Embedding and articulating the organizational principles and purpose can empower the employees with guardrails for making decisions at multiple levels.
  • When leveraged fully, purpose becomes a robust foundation and unifier for employees to understand and live the shared values.
  • To prepare the employees for the Fourth Industrial Revolution, organizations need to reskill and upskill their workforce to meet the market’s demand and tailor their learning journeys to align with the employees’ purposes.

Fostering a growth mindset in employees elevates their passions and strengths. To ensure their win in the upcoming era, organizations must attend to the needs of the younger generation of workers. When delivering those needs, organizations must use the lens of purpose to ensure a top-notch experience for their employees.

Corporations must act swiftly to engage the new-gen stand for reaping the benefits of flawless performance. Meeting the intrinsic needs of the employees enables them to unleash more significant commitment, creativity, and productivity.

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