Degree
Master of Business Administration
Faculty / School
School of Business Studies (SBS)
Advisor
Dr. Nasir Afghan, Dr. Nasir Afghan, Assistant Professor, School of Business Studies (SBS), Department of Management
Project Coordinator (Internal)
Muhammad Zahid
Project Coordinator (External)
Adeel Khan - Business HR Partner, Islamic Banking Group
Client
Bank Alfalah
Committee Member 1
Dr. Yasir Mansoor Kundi, Project Reviewer , Department of Management
Project Type
MBA Research Project
Keywords
Gen Z, Leadership Style, Engagement Practices, Workplace Attraction, Employee Retention
Abstract / Summary
Since Generation Z is rapidly increasing within Pakistan's workforce, the organizations are facing various challenges to attract, engage, and retain the young talent. The concern is more visible in traditional organizations like Banks because the conventional leadership styles and workplace customs are being followed, which are not aligned with the expectations of Gen Z employees. Bank Alfalah has recognized developing issues with respect to premature disengagement, decreased motivation, and low retention among Gen Z employees, mainly within the initial years of service. The purpose of this study is to evaluate the factors that impact the attraction, engagement, and retention of Gen Z employees at Bank Alfalah.
To conduct detailed research, we have followed a mixed-method research approach which unites the qualitative and quantitative data collection methods. Firstly, the primary data has been collected through employee surveys, focus groups with Gen Z students, and semi-structured interviews with Gen Z employees, HR representatives, and Line Managers. Whereas the secondary source of data has been the existing theories and articles. The research emphasizes on evaluating employee experiences related to leadership behavior, workplace culture, psychological safety, flexibility, career growth, recognition, communication, and engagement initiatives. Theories like Leader-Member Exchange, Talent Management, Human Capital Theory, Job Characteristics Model, and etc., have been used to further back up our outcomes.
The initial findings from the research shows a huge focus online manager relationship, work-life balance, feedback procedures, networking opportunities, and recognition programs. Employees highly value a collaborative work environment, where they are not being micromanaged by their manager. Flexibility is another important factor that was highlighted by various Gen Z employees. However, poor communication, and inconsistent engagement practices contribute to disengagement and turnover intentions.
The study will help in creating evidence-based suggestions for Bank Alfalah to further enhance their attraction, engagement, and retention practices to decrease the employee turnover. The outcomes are expected to assist the bank in refining employee retention, reinforce its employer brand, and create a sustainable Gen Z talent pipeline while contributing to the broader understanding of generational workforce management in Pakistan’s banking sector.
Recommended Citation
Sadiq, T., Taqi, T. M., Imran, M. M., & Shoaib, M. (2026). Managing Gen Z at Work: Developing Leadership and Engagement Practices to Strengthen Attraction, Engagement, and Retention (Unpublished graduate research project). Institute of Business Administration, Pakistan. Retrieved from https://ir.iba.edu.pk/research-projects-mba/360
