I value the conversation with regards to the Great Resignation movement. Millennials and Gen Z do not agree on topics such as marriage and children. These are the basic foundations for a society which become catalysts for employment. Historically, traditional society has been in agreement about marriage. Where thirty years ago, getting married before the age of thirty-five years old, was seen as normal. Compared to now where it is more socially acceptable to be in a polyamorous relationship/open relationship or single at the age of thirty-five. As a result, those involved in polyamorous relationships can split bills amongst each other, as opposed to a man being the sole breadwinner for the family. The traditional approach insinuates that the sole breadwinner has to remain employed longer so as to provide. According to a market data report, an online article reveals that the percentage of millennial marriages by the age of 32 has declined from 47% in 1980 to 29% in 2015. The article empathized the increase of 1% in the unemployment rate being associated with a 3% decrease in the likelihood of millennial marriage (Must-Know Millennial Marriage Statistics [Current Data] • Gitnux, 2024). With respect to the feminist movement and the childfree movement, young men and women now have completely different priorities compared to previous generations. Plus, there is the added ease of social media influencing. Adults in their twenties and thirties are bombarded with images of their peers being social media influencers, who flash designer clothes, makeup, and exotic trips. It creates a narrative that they are lacking that freedom of movement by remaining at a nine-to-five job. Personally, I have professionally worked in management positions. Being in-charge of hiring Gen Z workers and training them. As such, my assessment is primarily based on my observation and interaction with the new generation in the workforce.
Here are some light-hearted suggestions on how employers can strategically shift their values to keep up with the Great Resignation. Employers could understand that although the young generation in the workforce has not experienced World War I or World War II, they have experienced 9/11 as well as the global pandemic and its subsequent shutdown. In its own way, this has created a sense of urgency to live life in the moment. Afterall, these two newer generations have witnessed travel bans due to global regulations within months of a crisis. Millennials and Gen Z are also fully dependent on mobile devices such as phones and laptops as a form of communication and self-expression. Employers can recognize these attributes and offer integrative solutions such as work-from-home positions as an incentive to prolong employment in their company. Ironically, due to the constant interaction with devices, this generation shows a peculiar interest in slowing down, connecting with nature, sustainable living, organic foods, and communal living. Employers could have a tiny garden where employees participate in growing fresh mint leaves and fresh lavender sprigs for teas. Due to daily social media interactions, it is possible that there is a need for genuine interaction with an in-person community. For the average millennial spending eight hours at work, having a sense of community at a job would be another good incentive for staying at positions longer. Group lunches could create a sense of community. A final healthy incentive is earning a gym pass after three months of employment to promote longer employment.
Written by Elisa Nyassom
Mango Island Girl
Reference
Must-Know Millennial Marriage Statistics [Current Data] • Gitnux. (2024, January 14). GITNUX. https://gitnux.org/millennial-marriage-statistics/#:~:text=Millennials%20are%20almost%20three%20times,to%20cohabit%20instead%20of%20marrying.
