STRATEGIES FOR RETAINING GENERATION Z EMPLOYEES IN MODERN ORGANIZATIONS

Abstract

The entry of Generation Z into the workforce has created new challenges for organizations in attracting and retaining quality personnel. This article aimed to study strategies for retaining Gen Z employees in modern organizations by analyzing human resource management approaches that align with the characteristics and needs of the population born between 1997-2012. The findings were that Gen Z employee retention strategies comprised five key components: creating flexible and modern work environments, developing continuous learning and career advancement systems, providing immediate and transparent communication and feedback, creating meaning and purpose in work, and implementing diverse compensation and benefits systems. This study showed that Gen Z requires work-life balance, continuous learning, and meaningful work. Organizations that successfully retain this employee group must transform traditional management approaches by emphasizing work autonomy, two-way communication, and supporting employee self-development. The analysis also highlighted the importance of using technology for facilitation, creating an open organizational culture, and focusing on outcomes rather than processes. These strategies not only helped increase Gen Z employee retention rates but also enhanced work efficiency and organizational commitment. Implementing these strategies will help organizations adapt to the new generation workforce and build competitive capabilities for the future.