How to Attract and Retain Millennial and GenZ Workers to Your Shop Floor

Do you ever worry about how to attract and retain Millennial and GenZ workers to your shop floor?

With Millenials and GenZ making up most of the world’s population it is important that for warehouse jobs, you can cater to their needs and wants. As explained by Kelley Wood, a supply chain expert, these generations have low tolerance levels for jobs nowadays. 

To attract and retain Millennial and GenZ workers, you first need to understand what motivates and resonates with them. These 2 generations are different in their own right but they also share similarities. More so than previous generations, such as baby boomers.

Here are the 3 foundational pillars to help you adapt to Millennials’ and GenZ’s working styles. 

generations defined

Adopt a Technology-Based Work Environment

A technology-based work environment has become a necessity to attract and retain millennial and GenZ workers. Using technology every day they now expect the same level of convenience and accessibility at work. 

By adopting a technology-based work environment, businesses can provide their employees with the tools they need to be productive and engaged. This includes online collaboration tools, cloud-based storage and messaging, and mobile app development platforms. In addition, a technology-based work environment can help to improve communication and collaboration among employees. offers a training platform that would be suitable to train Millennials and GenZ workers. Training programs can be accessed with ease. is completely customizable and offers a series of audio and visual multi-lingual training content. Meaning baby boomers right through to GenZ workers should have no problems using it. Technology such as this can be a major attraction to staff, especially Millennials and GenZ workers. 

If you make it easier for your employees to connect with each other, businesses can increase productivity and creativity. Ultimately, a technology-based work environment is essential for businesses that want to remain competitive in the 21st century.

The research and advisory company Forrester outlined the importance of choosing technology that will fit younger generations of workers. Forrester found that Gen Z and millennial preferences differ from older generations in five key areas: mobility, hardware (computers/tablets), software diversity, security, and privacy concerns.

Align Company Values

Organizations that want to attract and retain Millennial and GenZ Workers need to start by looking at their values. These generations are very values-driven, and they want to work for companies that align with their own personal values. 

To Attract and Retain Millennial and GenZ Workers, organizations need to make sure that their values are front and center, and that they are living those values every day. This means being transparent, honest, and authentic in all interactions with employees. 

It also means creating a culture of inclusion and respect, where everyone feels like they belong. When companies live their values, they create an environment that attracts and retain the best talent.

– Meaningful Work

One of the most important values for Gen Zers and millennials is social impact. This generation wants to make a difference in the world and they want their work to reflect that. 

They are also much more likely to switch jobs if they feel they are not making a positive impact. A research survey conducted by Pew Research Center shows the high level of engagement from GenZ and Millennials when it comes to climate change.

– Flexibility

Another value that is important to this generation is flexibility. They want the freedom to move around and try things. This does not mean they have to leave their current positions but if you can allow a more flexible working schedule then that could be enough.

Gen Zers and millennials value creativity and innovation. They are always looking for new and better ways to do things. They want to be able to express themselves and their ideas at work.

How to enable meaningful work in warehousing and logistics?

In any work environment, it is important for employees to feel like their work is meaningful. A sense of purpose can help to increase motivation and productivity, and it can also create a more positive work environment. Research in Organizational Behaviour found that finding meaning in one’s work was shown to have an array of positives. These included:

  1. Increase motivation

2. Empowerment

3. Job satisfaction

4. Individual performance 

Warehouse jobs usually involve repetitive tasks.

So what are ways in which you could make these more meaningful?

  1. Highlight the benefits of their work– Stacking shelves and packaging orders all day can seem like it isn’t contributing anything. But the truth is that it makes a huge difference, so this needs to be highlighted whenever possible. There are plenty of opportunities to do this throughout the day from the management team. At weekly meetings or even throughout the day. Doing this will increase the morale of staff and remind them that their effort is valued.
  2. Avoid micromanaging– warehouses require great leaders to run them if they want to be successful. Micro-managing employees can interfere with their work as they may feel like they’re not being trusted to do their job properly. It is better to give workers the opportunity to own their tasks, which actually creates trust according to logistics expert, Roberth Karlsson
  3. Learning & Development- Most people spend the majority of their waking hours at work, so it’s important that they feel challenged and engaged in their jobs. Learning and development opportunities can help employees to stay interested and motivated, and can also give them the skills they need to progress in their careers. The warehouse and logistics industry is fast-paced and ever-changing so employees are required to keep up to date with best practices. With learning technology such as you can simply upload training programs digitally and they can be easily accessed via tablets or mobiles. Ultimately, learning and development are essential for keeping workers happy, engaged, and productive.

How to offer remote flexibility to blue collar employees?

For many blue collar employees, working remotely is a foreign concept. They are used to being on-site and completing physical tasks. However, with the right approach, offering remote flexibility to blue collar employees can be a great way to improve morale and increase productivity. The vital components you need to ensure this runs smoothly for your warehouse staff are the following:

  • Communication – When employees are working remotely, communication is key. Be sure to encourage employees to stay in touch with each other and with you. This can help prevent misunderstandings and ensure that everyone is on the same page.
  • Be clear about expectations – When offering remote flexibility, be sure to set clear expectations from the start. Which includes things such as work schedules and task lists.
  • Offer the right tools – In the modern age, it is paramount that workers are provided with the correct technology needed to complete their tasks remotely. 

Offer Incentives That Resonate With Them

Attracting and retaining Millennial and GenZ workers can be a challenge for employers. These generations value different things than previous generations, so traditional incentives may not resonate with them. 

Instead, employers should focus on offering incentives that align with the values of these generations. Millennials and GenZers are likely to be motivated by professional development. You could also say flexible working. Even more so now due to the pandemic.

They also place a high value on work-life balance and making a positive impact in the world. Therefore, employers who want to attract and retain these workers should consider offering incentives that meet these needs. By offering incentives that resonate with Millennial and GenZ workers, employers can attract and retain this valuable talent pool.

According to a report called ‘GenZ at work’, 96% of people involved in the report said it is important that they feel valued, empowered, and included in the workplace. It also showed that 80% also preferred a role that allows them to grow and explore various skill sets.

Final Thoughts

It is important to offer incentives to attract and retain Millennial and GenZ workers because they will make up the majority of the workforce in the next decade. 

They are innovative, tech-savvy, and want a good work-life balance. If you can provide an environment that meets their needs, you will be able to benefit from their skills and knowledge. 

What kind of incentives do you currently offer on your shop floor? 

Are they appealing to Millennials and GenZ workers? 

If not, it may be time to consider making some changes. Attracting and retaining this valuable talent pool is essential for any business that wants to remain competitive in the 21st century.

Book a meeting with a training expert to empower your workforce with a digital training solution