GenZ’s journey from purpose to progress through engagement

engagement and progress

Why creating a sense of purpose is integral to employee engagement and how leaders can offer it to employees.


We have well entered the age where Gen-Z is defining the industrial trends. Those born after 1996 are stacking up the workplace. And how these young entrants play their part in a work ecosystem makes leaders and managers nervous.

We know that GenZ is far more tech-savvy than any of their previous generations.
"On average, Gen Z uses their smartphones 15.4 hours per week—more than any other type of device."

They are spending less time on traditional media like TV or Desktop/Laptop.
"For 66% of GenZ, Gaming is the main hobby."

It is apparent that GenZ is a progressive bunch. They see the workplace differently. They measure success in terms of the progress they achieve. They are obsessed with it. Hence, they need an environment where they can monitor their progress and make necessary changes as required. At the same time, it becomes the responsibility of the leaders to help them track their progress and train managers to enable such a workplace environment.

On the flip side, if the environment of progress is not available, the effects can be detrimental - a dip in the performance.

So what does GenZ wants, and what are their managers offering them? Let’s take a sneak peek.

  Sense of progress:

Create a vibe of 'giving attention,' where people look for opportunities to help each other progress. At the same time, enough energy must be spent on individual progress.

  Goal setting:

Managers must break up the goals into smaller fragments so that they are achievable. They should also be scalable so that they can be pushed when needed.

  Acknowledgment:

It is necessary to keep track of the achievements of every single person. And these achievements should be celebrated, or at least acknowledged by managers/leaders.

  Huddle/Scrum Meetings:

It is necessary to have a culture of huddles. If not daily, managers should ensure at least two meetings in a week. Meetings become the platform to track progress and register feedback.

  Individual goals:

For managers, it is important to assess the capability of individuals in their team. And based on that assessment, managers need to define individual goals along with team goals. A GenZ-er is likely to be overwhelmed when given the responsibility to meet specific goals.

All the action-items above are key ingredients to deliver an environment of employee engagement of GenZ employees. These factors work for any group, but more so for GenZ.

The journey of the purpose of people's progress is never easy. The commitment of leaders, managers, and the individual should be aligned to make it work. We find that factors like participation and motivation are somehow interlinked. And employee engagement strategies are crucial to enable them.


At Zinbucks lab, we are continually working on making employee engagement meaningful. Our effective mobile app for people engagement is creating a future of work with intelligent technologies. The app helps to generate high individual and team performance by building motivation and a sense of purpose.