Coaching: The Key to Reducing Turnover Intention in Gen Z Employees

Abstract

Generation Z is predicted to dominate the workforce as well as become the foundation of organizations and nations when experiencing a demographic bonus in 2030 and can be categorized as an opportunity for accelerated economic growth because they are at a productive age. Generation Z experiences a problem that occurs, namely turnover intention. There are many strategies to handle turnover, one of which is coaching. This study was conducted to determine whether coaching can reduce turnover intention in generation Z employees. This research was conducted using one-group pre-test post-test design. This study only used one group, namely the experimental group, without a control group. The subjects in this study were generation Z employees at PT X totaling 15 people. The research instruments used were Abelson scale, turnover intention. The coaching intervention was conducted in 3 sessions, through lectures, group discussions, and GROW model coaching. Data were analyzed using non-parametric method, Wilcoxon Signed-Rank Test and descriptively explained by comparing pre-test and post-test scores to see the difference between the treatments. The results showed a significant decrease in employee turnover intention after participating in the coaching program. The mean score of the participants’ pre-test was 65.40, which changed to 38.80 in the post-test and the Wilcoxon Signed-Rank Test with a p value < .05 (p= .001). These results show that the significance assessment of .001 is smaller than the p value so that it can be said that coaching has an effect or reduces turnover intention in gen z employees. Based on these results, it is recommended that the coaching program be continued with a long-term evaluation to ensure its continued benefits to the company.