In recent years, there has been an increasing number of leaders, from small-team leaders to C-suite executives, who have reached out to me to request assistance seeking the Holy recipe on how to manage their teams for success. As it turns out, the emerging issue for them is how to manage Gen-Zers and more specifically how to keep them happy, how to blend them with the millennials and get the most of them, how to avoid early turnover or quiet quitting.
Their immediate response in 90% of the cases is the following: why don’t we structure a competitive bonus scheme or a retention plan that will tie performance and rewards in a 4–5-year run? Should we give them titles and promotions or provide them with flexible/remote work options to entice them to stay? Etc, etc.
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