Finding fulfilling and motivating work is a challenge for many people, but it can be especially difficult for those just starting their careers. And as Generation Z professionals—those born between 1997 and 2012—increasingly seek personalized career paths, managers are tasked with helping employees find meaning in their roles while also meeting organizational goals.

Some managers may view Gen Z’s desire for meaningful work as a form of entitlement, but dismissing it can be costly. Research shows that employees who find their work meaningful experience greater job satisfaction, which directly boosts productivity. Meanwhile, ignoring this need can lead to higher employee turnover and “quiet quitting.” In short, helping younger employees find meaning on the job isn’t just good for them—it’s a smart business strategy.

As business professors who study meaningful work, we wanted to understand how managers can help younger staff thrive. So one of us—Kelly Kennedy—conducted a research study at Baylor University in which she interviewed a range of Gen Z professionals. Then, together with leadership consultant Shanna Hocking, we analyzed the results to identify three crucial factors that can help managers unlock meaning for early-career professionals. These are self-knowledge, adding value, and relationships.

By addressing these areas, managers can foster a supportive environment where Gen Z professionals thrive.

Self-knowledge is about understanding who you are and what you value, and recognizing your strengths and weaknesses. Research shows self-awareness can be a powerful tool for creating a productive and engaged workforce.

To help Gen Z employees develop self-knowledge, encourage them to reflect on what energizes and interests them. To get the ball rolling, you can ask them to think about their college experiences, internships, and important personal milestones. These reflections can help........

© Fast Company