As the executive director of a national nonprofit organization with multiple state offices and where the majority of our staff is under 30 years old, I have some insights to share. Here’s how my organization benefits from listening to young workers and why that can make your workplace stronger too.
Policies as Values
First, let me address something I hope you already know: The policies you create for your organization and your staff are a reflection of your values. They represent much more than simple HR policies. My organization is built on the idea that young adults belong at the center of our political process and our cultural change. That is reflected explicitly in our organizational values, which include equity, community, collaboration and young adult power.
What does reflecting these values through policies look like in the real world? One example is pay equity. My organization recently assessed salaries across the organization to check for inequities related to gender and race. We also evaluated our salaries in relation to similar organizations to make sure we were competitive. This resulted in increasing the salaries we offer across the board and eliminating any large discrepancies between similar roles regardless of department.
Facing Challenges
Of course, there has been no bigger challenge to the workplace and to young workers than the Covid-19 pandemic. At Young Invincibles, just like at every other workplace in the world, Covid changed our lives and our work overnight. We recognized that the impacts of the pandemic and isolation were hitting young people especially hard, with mental health reaching crisis levels for many young adults. So we introduced Mental Health Mondays, where one day each month we close the office down and pay our employees to do something that brings them joy or restores their mind. The reception has been positive and this new policy has not had any major impact on productivity.
Does having a workplace where so many of our staff are in their first or second job create challenges? Of course. But I see it as part of our mission to help train young workers in their roles and in the larger movement for advocacy. We regularly conduct 101-style trainings about workplace norms and processes to make sure we don’t take any knowledge base for granted. We also offer a generous professional development budget for each full-time employee so they have an opportunity to learn more skills for their own benefit and the benefit of the organization.
Like any workplace, we’re not perfect. But we find ways to listen to our staff and implement their ideas whenever possible. We conduct regular surveys to get feedback from our staff — in addition to exit interviews and stay interviews — and we track that feedback over time to see our progress in implementing change.
Final Thoughts
If you are looking to implement similar policies in your workplace, I do have some general suggestions.
First, many of the changes we have implemented all stem from a simple idea: recognizing that our employees are full human beings who bring different perspectives and experiences to the workplace. Workplace policies and benefits should center these experiences and help your employees bring the best version of themselves to work. Employees, regardless of age, are assets. They should not be treated as mere worker bees. Second, you must be consistent and intentional about centering diversity, equity and inclusion. Not because DEI is the new buzz phrase, but because it is the only way to create an environment that retains great talent. A diverse, equitable workplace is not created through happenstance; it is created through intent and design. Lastly, employees want to feel heard. Make sure there are a variety of ways for you to solicit and incorporate feedback from your team. Feedback is invaluable and allows you to keep a pulse on your workplace culture.
As a Millennial who has been in the workforce for almost two decades, I have seen all kinds of workplaces and all kinds of workers. What Gen-Z workers want isn’t mysterious. In many ways, it’s the same as what any other workers want: respect, stability, opportunity, and a healthy balance between their jobs and the rest of their lives. I am glad these workers are helping push workplaces like mine to live up to our ideals and be a positive force not only in our work, but also for our workers.
