The local workforce continues to evolve as more people move to Greenville County.
People of all ages are migrating to the area to start a new job, raise their children or retire. Robyn Knox, chair of the Greenville County Workforce Development Board, said some of the factors attracting people to Greenville include a lower cost of living and job opportunities across growing industries in the area. Knox is also the president and founder of The HR Business Connect LLC.
“The economic growth in our area and the business-friendly climate of South Carolina continues to make our state a great destination for companies looking to expand, entrepreneurs looking to start a small business, and the millennials and Gen Zers who are more inclined to pursue a side gig,” Knox said.
Over the years, more and more younger professionals have joined the local workforce. Kamber Parker Bowden, CEO and founder of YoPro Know, said this increase can be seen on a national level. YoPro Know is a Greenville-based consulting firm focused on helping companies attract, develop and retain young professional talent 21 to 39 years old.
“Gen Z and millennials will make up more than half of the U.S. workforce by 2025,” she said.
Knox said recruiting new talent has become less of an issue in recent months due to the area’s population growth. However, many businesses struggle to retain their workers.
“There is no longer a one-size-fits-all approach to employee retention. It’s more of a one-size-fits-one,” she said. “The younger generations certainly have a greater expectation of workplace flexibility and a stronger desire to work to live versus live to work. Businesses must continue to adapt their workplace practices.”
Multigenerational workforce
Companies must also navigate the multiple generations that make up the workforce. One of the main challenges is bridging the generational gaps, specifically when it comes to communication.
Bowden recently spoke at a Greater Good Greenville event on how companies must adopt effective strategies to promote effective intergenerational communication.
“You know that different generations have different motivators,” Bowden said. “They also have different communication styles.”
Data collected by YoPro Know shows that most Gen Z workers, defined as those born in the mid- to late-1990s and after, prefer communicating face-to-face or over the phone — similar to baby boomers. The top preference for millennial and Gen X workers is with email, Slack or other communications technologies.
Bowden said companies must embrace different communication tools and set clear expectations for employees.
“When different generations communicate well, there is a clear vision and goals, positive culture, increased productivity and financial returns,” she said.
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Workforce retention efforts
Robyn Knox, chair of the Greenville County Workforce Development Board, said that workforce retention is still an important focus area for many companies.
“Competitive compensation is a factor, but companies are now more focused on improving engagement,” she said. “There seems to be more focus on what I call a culture of care — creating a sense of belonging and connection with purpose, offering community involvement opportunities and having strong health/wellness programs, including mental health support and financial wellness programs.”
Ineffective communication
According to a 2023 YoPro Know report, 42% of young professionals said they have left a job because of poor communication with a manager.
39% of young professionals said they have a left a job within the first two years because expectations were not clearly shared during the recruiting period. Their experienced counterparts, however, did not encounter the same challenges.
