Fostering community and support for Gen Z

With the entrance of Generation Z (Gen Z or Gen Zers) into the workforce, companies are seeking innovative ways to engage and support these young professionals. Building a sense of community and offering targeted support can significantly enhance the development and retention of Gen Z employees, who as a generational group represent the shortest tenure in a company of just 27 months. Let’s explore specialized programs and groups within the insurance claims environment that aim to foster community and provide support for Gen Z entrants. We will discuss the benefits of immersion programs, colleague resource groups and social sharing channels, along with examples and best practices.

Getting connected

Immersion programs are designed to provide an immersive experience to new employees, helping them quickly acclimate to the insurance claims ecosystem. These programs offer a comprehensive introduction to the industry, its processes and the company’s culture. For Gen Z colleagues, who are often eager to learn and grow, immersion programs can be highly beneficial because Gen Zers are independent and adept at getting answers for themselves.

My firm’s intern program incorporates immersive learning opportunities where interns are able to shadow experts in the office and field in specialty areas like accounting and building consultancy. Interns have direct access to these specialized services to learn how each one supports clients and delivers on the values of the company. As a result, many of the interns have considered refocusing their education on these programs. Gen Z embraces experiential learning, which often makes it more impactful than traditional training methods in helping to build community.

Colleague resource groups (CRGs) are colleague-led groups that bring together individuals with shared characteristics, experiences or interests. These groups provide a platform for networking, mentorship and professional development, and can play a crucial role in fostering a sense of belonging and support for Gen Z employees within the insurance claims environment. A McKinsey study found CRGs to be the most effective tool in building a sense of community when compared to external engagement, allyship, leadership connection and career advancement.

Sedgwick has invested in a framework to foster growth, access and participation in CRGs. Each CRG has several key leadership roles, its own unique vision and a set of objectives aligned to four key areas: professional development, business engagement, community outreach and member engagement. The Early Career CRG focuses on supporting professionals early in their careers in a variety of scenarios – those in the early years of their careers, transitioning to a new role or industry or re-entering the workforce after taking time off. Colleagues can join one or more CRGs that are relevant to them and assume leadership roles based on their interests and passions to support others and expand their networks.

Social sharing channels offer a powerful tool for building communities and fostering collaboration among Gen Z employees. By leveraging platforms such as Slack, Microsoft Teams or dedicated internal social networks, companies can create spaces for real-time knowledge sharing, peer support and idea exchange. To drive growth, promote social shares, encourage great content people want to consume, use names and inject a bit of humor. Sharing connects people and ideas and builds a culture of connectivity - all quite relevant to Gen Z. Morning Consult reports that Gen Z is the generation that’s most familiar with social sharing, with more than half of Gen Zers spending four or more hours a day on social media.

Our company has implemented a virtual communications ecosystem (company intranet) accessible to all employees. The intranet – in particular, the communities section – encourages employees to share innovative ideas, best practices and success stories, and also provides an opportunity for Gen Z employees to collaborate and seek guidance from more experienced colleagues. The company acknowledges and rewards valuable contributions, thereby promoting a culture of continuous learning and community building.

A few sharing tools within the communities section include Caring counts – showcasing how colleagues live the core values (empathy, accountability, inclusion, collaboration and growth); Pet parents – sharing pictures and stories of our furry friends; Client kudos – direct feedback from clients showcasing colleague accomplishments; and New wins – sharing business growth and colleague contributions. Creating supportive social channels enhances employee satisfaction, reduces turnover and boosts productivity. Gen Zers who feel valued and connected to their colleagues and the organization are more likely to stay engaged and committed.

To attract, engage and retain Gen Z talent in the insurance claims environment, specialized programs and groups play a pivotal role. Immersion programs, colleague resource groups and social sharing channels provide opportunities for knowledge acquisition, relationship building and support networking. By implementing these initiatives, insurance companies can foster a sense of community and support among Gen Z entrants, ultimately leading to enhanced productivity, job satisfaction and long-term success in the industry.

Future articles in this series with include defining a career trajectory to encourage retention and the power of recognition in strengthening the colleague/employer bond.

Douglas Dell is vice president and director of Vale National Training Center, Inc. Contact him at Douglas.Dell@sedgwick.com. Future articles in this series with include creating specialized programs to build community and defining a career trajectory to encourage retention. Opinions expressed are the author’s.

 Related:

Equipping the next generation of insurance claims professionals

Creating Gen Z learning paths to build readiness and proficiency