December 4-2025
Oleh: Marisa
We all know that Gen Z (those born roughly between the mid-1990s and early 2010s) has now become a dominant force in the workforce. They are not just the next generation; they are the generation redefining the meaning and value of work.
Untuk Gen Z, competitive salaries are merely the baseline. They are not just looking for a job—they are seeking purpose, flexibility, and integrated balance. This means our traditional Compensation & Benefits (C&B) strategies—standard health insurance and annual bonuses—are no longer effective.
Gen Z demands personalization, including when it comes to benefits. This is where flexible, wellness-focused C&B strategies become a major differentiator.
Pilar C&B Generasi Z: Kenyamanan Finansial dan Kesejahteraan Holistik
To attract and retain Gen Z, we must invest in two areas they prioritize most:
- Kenyamanan Finansial Melalui Fleksibilitas (Financial Wellness)
Generation Z enters the workforce carrying significant student debt and facing rising living costs. They are extremely sensitive to cash-flow constraints.
Program EWA (Earned Wage Access)
EWA, atau akses gaji yang sudah didapatkan sebelum tanggal gajian, adalah benefit yang kini menjadi sangat menarik.
- Kenapa Ini Bekerja:
EWA eliminates the need for Gen Z employees to take microloans or high-interest debt when unexpected expenses arise (e.g., motorcycle repairs, urgent bills). - Peran HRD:
Kita harus memilih penyedia EWA yang memiliki biaya transaksi rendah (atau gratis) bagi karyawan. Anggap EWA sebagai layanan kesehatan finansial yang mengurangi stres, bukan sekadar layanan pinjaman. Ini menunjukkan bahwa perusahaan peduli terhadap kesehatan finansial harian mereka.
Benefit yang Bisa Diatur (Cafeteria-Style Benefits)
Jangan paksakan semua karyawan menerima paket benefit yang sama.
- Implementasi Praktis:
Allow Gen Z employees to reallocate certain benefit components. For example:- Izinkan Gen Z mengalihkan sebagian alokasi benefit mereka. Contohnya: mengganti tunjangan kacamata yang tidak mereka butuhkan dengan dana self-development (kursus online atau sertifikasi), atau
- menukarnya dengan tambahan kuota internet untuk kerja hibrida.
Ini memberi mereka kendali atas nilai yang mereka terima.
- Investasi pada Kesejahteraan Holistik (Total Wellness)
Gen Z is the most vocal generation about mental health and work-life balance. Wellness programs must go beyond simply offering gym memberships.
Mental and Emotional Health Programs
- Akses Terapeutik:
Ensure health benefits include confidential, easily accessible counseling or therapy sessions. For many Gen Z employees, mental health support is just as essential as physical health insurance. - Mental Health Days:
Allow additional leave (beyond annual leave quotas) dedicated as Mental Health Days—no detailed justification required. This normalizes taking breaks from work pressure.
Tunjangan Kerja Hibrida/Remote (Remote Stipends)
Most Gen Z employees enjoy flexible work arrangements, but they also recognize the costs (electricity, Wi-Fi, ergonomic chairs).
- Fokus Tunjangan:
Alihkan tunjangan transportasi/makan siang di kantor menjadi tunjangan bulanan (stipend) untuk mendukung setting kerja di rumah. Ini adalah pengakuan bahwa perusahaan menghargai pengaturan kerja yang efisien dari mana saja.
Gen Z is looking for employers who don’t just pay them to work—but who invest in their lives, growth, and peace of mind. When we offer benefits aligned with their values, we are not merely compensating employees—we are building long-term loyalty.
Pelajari lebih lanjut dan konsultasi dengan tim ahli Qando Qoaching di https://campsite.bio/qqgroup, dan tetap terupdate melalui saluran media sosial resmi kami.
Mari bersama melangkah menuju Indonesia hebat!
