Navigating the new workforce

This year marks a significant and unprecedented shift in the U.S. labor force. Generation Z will outnumber Baby Boomers for the first time, bringing fresh challenges and opportunities for those embarking on their careers in the food and agribusiness sector.

As someone who interacts with students on campus daily, I witness firsthand the excitement of these newly minted early career professionals as they prepare to join a dynamic environment that harnesses their passion and drive. However, it’s crucial to remember how important it is to create an environment in which these new employees can thrive. Reflecting on the early years of my career, I can attest that while the path forward isn’t always clear, certain strategies can help you—and your employer—navigate it successfully. 

A few years ago, agricultural economists Iuliia Tetteh, Aslihan Spaulding and Marina Ptukhina partnered with AgCareers.com and Agriculture Future of America to explore what early-career agrifood employees were looking for in their roles. Here are seven key insights, particularly relevant in this pivotal moment for the U.S. labor force.

1. Focus on career growth opportunities
  • For Professionals: Look for companies that provide clear paths for promotion and skill development. As the article points out, “the number one reason for leaving or considering leaving their current employer was the lack of opportunities for career growth and advancement.”
  • For Employers: Career growth is a top factor for job satisfaction. Offer development programs and clear advancement paths to retain talented employees, as this helps prevent job-hopping.
2. Prioritize work-life balance
  • For Professionals: Consider your work-life balance when evaluating job offers. Healthy work-life balance was ranked as one of the top factors for employee satisfaction, with “84% of respondents ranking it as extremely or very important.”
  • For Employers: Create policies that promote flexible working hours and a balanced work environment to attract and retain employees.
3. Build strong relationships with management
  • For Professionals: Seek workplaces where management values open communication and mentorship. The article shows that 83% of respondents see a “good relationship with management” as very important in their decision to stay with an employer.
  • For Employers: Create an environment where employees feel comfortable sharing ideas and feedback. Develop a supportive management team that actively engages with employees and provides regular, constructive feedback.
4. Emphasize integrity and reputation
  • For Professionals: Choose employers whose values and integrity align with yours. A company’s integrity and reputation were ranked as top factors influencing retention, with 82% of respondents considering these attributes important.
  • For Employers: Ensure your company upholds a strong reputation and demonstrates integrity in its practices to foster employee loyalty and satisfaction.
5. Offer competitive health care and paid leave
  • For Professionals: Assess the benefits package carefully, especially regarding health care and paid leave, which are significant factors in job satisfaction. The article notes that “health care benefits and amount of paid leave were ranked as the top two most important factors.”
  • For Employers: Providing robust benefits like health care and ample paid leave will help attract and retain employees in the long term.
6. Create an innovative and feedback-rich environment
  • For Professionals: If you value innovation and consistent feedback, seek out companies that emphasize these aspects. Employees who did not receive sufficient feedback or felt stifled in their ability to innovate were more likely to change jobs.
  • For Employers: Providing regular feedback and fostering an environment that encourages innovative thinking can reduce turnover among employees who highly value these aspects.
7. Encourage internal role flexibility and collaboration
  • For Professionals: Look for opportunities within your current organization to take on varied roles or collaborate across departments. This approach can fulfill your growth needs without necessitating a job change. The study found that those who highly value “opportunities to take on varied roles and a collaborative work environment” tend to stay with the same employer longer.
  • For Employers: Encouraging internal mobility and promoting a collaborative workplace can help retain employees seeking professional growth without needing to move externally.

As Gen Z steps into the workforce in greater numbers, the career landscape is changing. But the fundamentals remain the same: focus on building your expertise, forming key relationships and thinking strategically about the future. The early stages of your career may be tough, but with the right mindset and support, you can thrive in the agribusiness sector.

For further reading

Tetteh, I., Spaulding, A., & Ptukhina, M. (2021). Understanding the Job-Hopping Syndrome Among Millennial Employees in the U.S. Food and Agribusiness Sector: A National Survey. International Food and Agribusiness Management Review, 24(1), 89-104. https://doi.org/10.22434/IFAMR2020.0001.

Bindley, K., & C. Cutter. “Young People are Taking Over the Workplace, and That’s a Problem for Bosses.” Wall Street Journal. September 2, 2024. https://www.wsj.com/lifestyle/careers/gen-z-workforce-expectation-differences-a07c5915