4 ways Gen Z doesn’t shy away from tough workplace decisions
Gen Z is poised to challenge the status quo and push companies to align with their beliefs, wants, and needs.
Gen Z will make up more than a quarter of the US workforce by 2025. Like the generations before them, Gen Z is poised to challenge the status quo and push companies to align with their beliefs, wants and needs.
Related: Career development: Getting Gen Z employees off on the right foot during a pandemic
Let’s examine the top four ways Gen Z will shape organizations in the coming years as they build the future of work.
1. Demanding workplace inclusivity
One of the biggest factors organizations need to understand to attract and retain Gen Z is their commitment to social issues. For companies, this means creating a truly inclusive environment that is equitable and welcoming to a diverse range of identities.
For Gen Z, these values run deep, and they will seek out employers who align with their beliefs. Most of them aren’t afraid to find new opportunities elsewhere if these beliefs are misaligned.
A recent study examined why Gen Z would potentially leave their current employers. If their new employers’ beliefs didn’t match their own, 72% said they would look for a new job. On the hiring side, 62% reported that values were a significant factor when choosing a job.
According to Gallup, “Younger generations grew up in a world that was far more diverse than previous generations. They demand respect, equity, and inclusion, and they’re voting with their consumer and employment choices.”
2. Pushing companies to take a public social stand
Gen Z wants companies and the brands they buy from to take a stand against inequality. Silence won’t cut it and organizations that walk the walk when it comes to social issues will have a leg up on acquiring Gen Z talent.
Gen Z is seeking to work at organizations that positively impact the world. They want their time and energy spent at companies that want to make a difference and aren’t afraid to stand up publicly when injustice occurs.
HR platform Zenefits noted in a report on Corporate Social Responsibility that “the days of complicit silence are over when it comes to wooing Gen Z”. They expect everyone (including the companies they work for and buy from) to use their voices and platforms to speak out against injustice.
3. The pursuit of meaningful, balanced work
Much like their millennial colleagues, most Gen Zers want to spend their time working for companies they believe in while doing enriching and meaningful jobs.
The drive to have meaning in their everyday lives is their biggest motivator. A recent report found that a whopping 71% of Gen Z would take a pay cut to obtain a meaningful role.
Gen Z also values work-life balance, supportive workplace cultures, and non-toxic environments. Half of Gen Z said they would leave their job because of poor work-life balance, and 47% would leave a toxic workplace.
Gen Z is looking to work for organizations that value their input, strive to become better every day, and allow their passions to flourish within their roles. Companies that create cultures that reflect the values of Gen Z will not only continue to attract younger talent but also create a better, more equitable and fulfilling place to work for all.
4. Expanding and improving hybrid, remote work
As the first true digital natives to enter the workforce, Gen Z is uniquely equipped for remote and hybrid work environments; however, many of them actually want the connectivity of the office.
Entering the workforce during the pandemic meant that most Gen Zers haven’t experienced in-person work like the generations before, which has taken a toll personally and professionally.
In a recent study, 61% of those surveyed said they struggle to make friends working remotely, and 39% said that it’s difficult for them to find a mentor or network with other professionals. In fact, 58% said they plan to leave fully remote jobs for hybrid ones.
This means companies need to ensure Gen Z is getting the support that used to come with in-person work while also looking for creative ways to improve remote and hybrid cultures.
When it comes to Gen Z, organizations need to understand that they won’t shy away from complex workplace issues.
Gen Z is poised to usher in the future of work. Organizations that align with their beliefs will be able to acquire the talent they need and also retain talent they already have by creating internal cultures that are equitable, supportive, and meaningful.
Neil Khaund is president of the National Honor Society of Leadership and Success (NSLS).
Read more: