Wednesday, April 5, 2023

The changing workforce - What does Gen Z value about workplace organizations?

Key finding: Gen Z values are different from generations before.

Top three values for Gen Z:

  1. Benevolence (helping others) 
  2. Hedonism (enjoying life)
  3. Self-direction (exploring curiosities)

Lowest three values for Gen Z:

  1. Conformity
  2. Tradition
  3. Power
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Gen Z expects balance and security.

Work-life balance, job security and a competitive salary are most important to Gen Z when considering a job. Opportunities for leadership, promotion and challenge are the least prioritized.

Person standing infront of a mirror

Gen Z wants support for growth and individuality.

When considering whether they want to work for an organization, Gen Z prioritizes training and development and a culture that considers equity, diversity, inclusion and anti-racism. Factors like the prestige of an organization are less important.

Illustration of human hands juggling balls that depict different aspects of life: eating with friends, sleeping, working and exercising.

Gen Z needs work-life balances that reflect the new era of work.

The support for work-life balance is a starting point for Gen Z. This emerging group of talent expects clear lines to be drawn to support work-and-life balance. They also want non-traditional and flexible working hours to make appointments, go to the gym or run errands.

Interestingly, 51% of respondents indicated it was unlikely they would mention or ask about work-life balance policies during an interview. This suggests that while Gen Z values work-life balance, organizations should lead these conversations in interviews.

Light bulb

Gen Z will work in an office, but only when needed.

Gen Z talent doesn't just want flexibility with their work arrangements, they expect it. 

As a generation who began their careers in hybrid work environments, traditional work arrangements don't appeal to many in this generation. Organizations that adopt a “work from anywhere” culture, and prioritize true collaboration on in-office days, will fare well with emerging talent entering the workforce.  

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So, what does this mean for organizations?

If you want to improve how you engage with and retain next-generation talent, consider the following in your next job posting and interview: 

  1. Advertise and manage your work/life balance policies. 

  1. Offer flexible working hours and locations. 

  1. Train supervisors as coaches. 

  1. Clarify career training and development opportunities.  

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