Hilton Grand Vacations

Pablo Brizi

For a long time, workplace culture has been heavily influenced by ambition, intense focus and long hours. Careers and the achievement of professional goals took center stage and were the main priorities for young people starting out in their new jobs. However, there has recently been a shift away from this mindset, with young professionals now re-examining their priorities when it comes to work-life balance and reflecting more on what they want out of their careers. There is a bigger need for purpose, meaning and impact.

Generation Z largely entered the workforce during the “great resignation” of the COVID-19 pandemic, a time that upended our notions of the traditional way of working. That period has now ushered in a new era – the “great reflection” – where team members are being more mindful about how, for who and where they work. As companies and leaders experience this shift, they should work to better align company culture with this generation’s career goals and their prioritization of work-life balance. Given 65% of team members are rethinking the place work has in their lives, there’s a new opportunity here for leaders to find ways to keep team members inspired and fulfilled at work. To address this culture shift, here are three fundamental steps managers and senior leaders should consider taking.

Find Meaning in the Work

Many employees want to work for organizations whose values align with their own. Offering a robust Corporate Social Responsibility (CSR) program can be a powerful way to help employees contribute to their passions. When team members feel like what they are doing is actively playing a part in improving the world, they will in turn be able to connect deeper with their work and their colleagues, fostering creativity, belonging and motivation. For example, at Hilton Grand Vacations (HGV), we inspire and encourage team members to give back to their local communities through volunteer opportunities through our CSR program – HGV Serves. Throughout the year, we host a variety of volunteer events for our team members, such as building homes with Habitat for Humanity, connecting with local youth at a Boys & Girls Club or putting together care packages for our troops overseas with the United Service Organization (USO). Prioritizing these programs and encouraging employees to participate is critical.

If your company is still working to build a CSR strategy and the initiatives associated with it, in the meantime, be sure to connect with your employees to better explain the meaning and impact of their work, given half of Gen Z workers said that it is very important for their jobs to have meaning. This can be as simple as being clear about your company’s mission, vision and values during one-on-one or group meetings while being intentional to solicit feedback from your employees on what they hope to achieve in their careers. Studies have shown that when workers have a chance to reflect on their own purpose and how it relates to their company’s mission, they are three times more likely to feel fulfilled and highly engaged at work. When they are able to see the effect of their efforts and how they fit into the greater whole, it can also drive employees to approach their daily tasks in a more purposeful and committed way.

Foster Connections and Bonding

A job should add value to one’s life and an important part of that are the individuals you work with. To create stronger personal ties for team members with their company and place of work, companies should host non-work-related events outside of the office where people can bond and enjoy social interactions that aren’t guided by work topics. This is of extreme importance with remote workers who are generally unable to be with their colleagues during the workday.

“Generation Z largely entered the workforce during the “great resignation” of the COVID-19 pandemic, a time that upended our notions of the traditional way of working.”

A change of scenery that takes people away from their daily work routine can also enhance motivation, leading to increased productivity and job satisfaction upon returning to work. Being encouraged to relax and unwind equates to a stronger sense of engagement during important work hours. Most team building can fall flat if it is just a one-and-done activity. Keep the positive energy going at the office with regular stand-up meetings that can be used to check in on goals, major projects and to celebrate achievements together. Learning more about your colleagues and their aspirations helps foster connections amongst employees.

Support Mental Health

It is becoming imperative for companies to prioritize the mental health and wellness of their employees. Acknowledging the significance of mental health enables companies to demonstrate their commitment to the overall happiness of their employees. Encouraging open dialogue about mental health reduces the stigma associated with seeking support, while creating an atmosphere where individuals can thrive both personally and professionally. By providing resources and support for mental health, companies enable employees to seek help when needed, ensuring that they are in the best headspace to tend to their job duties. These may include offering employee assistance programs or organizing wellness workshops. Leaders should be educated on these plans and be able to provide support to employees in the moment.

Leaders can also help their employees maintain a healthy outlook engaging in purposeful conversations about their careers, interests, aspirations and skills. Taking steps to create a positive work environment can result in decreased absenteeism, increased job satisfaction, higher retention rates, and higher overall engagement. When employees feel valued and supported, they are more likely to be motivated and productive. At HGV, we offer mental health support, as well as a portfolio of benefits, including our highly regarded paid time off program that encourages team members to take advantage of Go Hilton, a leisure travel discount program. It is no secret that workers in America are bad at taking time off. Incentivizing team members to take advantage of vacation time and personal time off leads to heightened morale and improved job satisfaction — not to mention also enhancing mental well-being and reducing anxiety and depression. This, in turn, translates in a more positive and enjoyable work environment.

Although work-life balance is undeniably critical for this generation of workers, it is equally important for companies to help employees find the meaning behind their work during this era of the “great reflection.” Engaged employees are motivated, enthusiastic and fully invested in their work, leading to improved productivity and innovation. By employing these strategies, organizations can develop an environment where employees not only feel that they belong and are supported, but also inclined to excel in their roles.