Reinventing Engagement of Young Workers in the Post-Pandemic Workplace

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In the wake of the COVID-19 pandemic, the global workforce faced unprecedented upheaval, significantly impacting employee engagement and wellness. According to Gallup's latest findings, by the end of 2023, U.S. employee engagement levels had plateaued after a brief rise in the early months, yet they still lagged behind the highs seen in early 2020.

A nuanced aspect of this scenario is the disparate impact on engagement across different age groups, with younger workers reporting a sense of detachment from their roles and employers, in contrast to the steady engagement levels among baby boomers.

Generational Engagement Trends as per Gallup

From March 2020, engagement among baby boomers (those born between 1946 and 1964) saw a modest increase of two percentage points, moving from 34% to 36%, while their active disengagement dropped from 17% to 15%. This demographic has managed to maintain a positive engagement ratio of 2.4, indicating a healthy balance of engagement within this group.

Conversely, Gen X workers (born between 1965 and 1979) experienced a decline in engagement, dropping four points from 35% to 31%, with a slight increase in active disengagement from 17% to 18%. This shift resulted in a decreased engagement ratio from 2.1 to 1.7, underscoring a growing disconnection within this cohort.

The older segment of millennials (born between 1980 and 1988) witnessed the most significant fall in engagement, with a seven-point decrease from 39% to 32%, and an increase in active disengagement from 12% to 17%. Their engagement ratio took a hit, plummeting from 3.3 to 1.9, highlighting a considerable shift towards disengagement.

Younger millennials and Gen Z workers (born in 1989 or later) also faced challenges, with a five-point drop in engagement from 40% to 35%, and a minor increase in active disengagement from 13% to 14%. This trend indicates a declining engagement ratio from 3.1 to 2.5, signaling a concerning trend of detachment among the youngest workforce members.

Across all generations, the percentage of workers who know what is expected of them at work has declined by four or more points since March 2020 - Gallup

Addressing Engagement Gaps

Gallup identifies 12 key elements of employee engagement that gauge how well employees feel supported, valued, and aligned with their organization's mission. Since March 2020, there's been a general decline across all age groups in workers' understanding of their roles, pointing to a broader issue of alignment and clarity within organizations.

However, younger workers, particularly millennials and Gen Z, have expressed significant declines in feeling connected to their work, opportunities for growth, and feeling valued by their organizations. These declines are more pronounced in elements such as feeling cared for, opportunities to learn and grow, connection to the organization's mission, and receiving feedback and development opportunities.

Funifier's Role in Reinvigorating Engagement

Addressing these challenges, Funifier, a pioneer in gamification solutions, offers innovative strategies to enhance engagement among younger workers. By integrating gamification into the workplace, Funifier creates an environment where younger employees feel more connected, valued, and engaged. Their solutions focus on leveraging game mechanics to fulfill basic needs, foster support and appreciation, clarify expectations, and open up learning and growth opportunities.

For organizations looking to attract, engage, and retain younger workers, Funifier suggests several key actions:

• Articulate a Compelling Vision: Communicate the organization's purpose, values, and goals vividly, making the culture and aspirations clear to all employees.

• Empower Managers: Given that many managers report feeling unprepared to handle a hybrid workforce, Funifier emphasizes training for managers to simplify their roles towards coaching, setting clear goals, and engaging in meaningful weekly conversations about performance, development, and career aspirations.

• Set Clear In-office Expectations: Especially for younger employees, who seek development and mentoring, defining specific days for on-site work can foster collaboration, innovation, and a stronger connection to the organization.

• Provide Personalized Development Opportunities: Funifier advocates for flexible, strength-based learning and development initiatives that align with each employee's interests and goals, enhancing their engagement and loyalty.

Implementing these strategies can significantly bolster engagement and loyalty among younger workers, leading to enhanced performance, customer satisfaction, and retention. In the post-pandemic landscape, engaging younger workers is not just a challenge but an opportunity for organizations to differentiate themselves, ensuring long-term success. Funifier stands at the forefront of this shift, offering gamified solutions that resonate with younger generations, fostering a more engaged, innovative, and committed workforce.

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Igor Radić,

Funifier Partner & CEO