Emil, the founder of First Principles Education, has a strong focus on helping students become self-navigating learners without relying on tuition. The current job market poses a challenge in retaining Gen-Z talent, as job-hopping for better opportunities and pay raises is increasingly common. This dynamic environment can hinder a company’s growth plans due to gaps left by departing team members, creating a vicious cycle that seems difficult to break.
To address these challenges in their education technology company, Emil implemented two key principles that have helped them grow rapidly while maintaining team harmony. First, they focused on understanding client needs by having a client onboard, recognizing the pivotal role mothers play in shaping children’s habits. By hiring a young mother who also belongs to Gen-Z as the Head of Study Skills, they were able to gain valuable insights for tailoring their services to meet the needs of parents. This move also empowered the Gen-Z team member to connect with Millennial clients and better understand their mindsets, enhancing the client experience and potentially attracting more Gen-Z clients in the future.
Secondly, Emil emphasized the importance of understanding what Gen-Z wants in the workplace. By hiring role-model scholars from top universities with an average age of 21, their team of mentors has stayed with the company from the beginning. To retain these talents, Emil focused on meeting their basic needs by offering competitive remuneration packages and establishing open and honest conversations about their priorities in life. It was found that most Gen-Z value their time and freedom, making work-from-home arrangements an attractive option to help them prioritize their mental health, hobbies, and commitments.
However, implementing work-from-home arrangements may face challenges such as client expectations and leadership styles. Educating clients on the benefits of online interactions and leveraging tools like Kanban Boards to track work progress can help overcome these hurdles. By prioritizing their employees’ personal goals, Emil’s company was able to attract top talents who were in better physical and mental states to provide the best service for their clients. The shift in leadership style to be task-driven rather than micromanaging also contributed to the success of managing a team of Gen-Zs in a remote work setting.
Emil’s approach highlights the importance of taking care of employees to ultimately benefit the clients and the business. By understanding and meeting the needs of Gen-Z talents, businesses can foster a cohesive team culture, retain top talents, and achieve rapid growth. Embracing new working styles and prioritizing personal goals can lead to mutually beneficial outcomes for employees, clients, and the overall success of the company. In a dynamic job market where career mobility is celebrated, adapting to the preferences and priorities of Gen-Z can be key to driving organizational growth and success.