What Gen Z Really Want From a workplace
19th Apr 2024 Down to Business
3 min read
According to Google Trend Data, the search term how to leave a job has received a 247.16% uplift in the last month alone. There are several reasons why workers opt to leave their current employer however, research by Censuswide & Linkedin reveals that 6 out of 10 leave as their workplace doesn’t align with their values, whilst 53% state that not even a pay rise would entice them to stay.
Gen Z are the first
generation of digital natives to enter the workplace and experience a pandemic,
seeing that they hold an advanced skillset with experience that teaches the
importance of protecting mental health.
Here, Cristiano
Winckler at Somebody
Digital presents what Gen Z really want from the workplace
and how to put it into practice, as they fully embrace a human centric
approach.
Manifesto 1 - Safeguard Your Future Self
The search term lunchbreak
exercise has seen a 165% uplift in Google Searches. The UKs workforce has
replaced afterwork drinks with endorphin hitting exercise that works to enhance
wellbeing and accelerate focus.
‘We have seen
interview candidates strive to sit in a workplace that safeguards their future
self. Often, this is through protecting their emotional and physical
wellbeing’, says Winckler. ‘We have found that Gen Z are at the forefront of prioritising
their health and its something that we cheerlead ourselves. Moulding your
working day around practices that will elevate your wellbeing is something that
Gen Z are not only pioneering, but actively encouraging once they are in the
workplace.’
Putting it into
practice:
ü Lunchbreak
exercise doesn’t have to consist of a 5K run or a rigorous Peloton session.
Reframe from practises that you think you should be doing and instead practice
what you want to do. Meditation, cardio, reading or even preparing a nutritious
meal all fall under the umbrella of taking time out to protect wellbeing.
Manifesto 2 - Fully Adopt the WFH Movement
Once a rite of passage
for those wanting to travel, approximately 3000 students are set to skip their
gap year in 2024. It’s believed that the work from home movement has
contributed to this fall as Gen Z seek places of work that are 100% fully
remote, ensuring that they can work anywhere in the world.
Putting it into
practice:
ü We
develop cognitive biases to specific spaces, encouraging the brain to recognise
and engage a purpose to each space.
Section off a part of the home and declare it a ‘work only’ space. It’s
in this space only that you can partake in anything work related, whether its
emails, calls or even simple note taking. This will ensure that you don’t blur
the lines between work and home and that you are able to engage with work
instinctively in one space and fully relax in another.
Manifesto 3 - OOO = Out of Office
Gone are the days of
checking emails 9 till 5 after you switch on your out of office and head into
your annual leave. Gen Z are also waving goodbye to the prospect of not using
all their annual leave, and with good reason, as research reveals that
employees hold a 6.5% higher chance of promotion if they take their full
entitlement.
‘There is a definite
uplift in productivity once an employee takes their annual leave and its
important that they are encouraged to do so. Often, there is a belief that not
taking your annual leave correlates with how hard you work however, this is a
belief system that (thankfully), Gen Z are stamping out.’
Putting it into
practice:
To fully ‘check out’
from the office whilst on annual leave, organisation is key. Delegate your
tasks, prepare a full handover and even time stamp when specific tasks need to
be completed. Such organisation will ensure that your colleagues will not need to
contact you whilst you are away.
Manifesto 4 – Trust
The search term does
my employer trust me has seen a 9.900% lift in searches. Working
from home, anywhere in the world, with flexi working requires a lot of trust
from an employer and such an uplift in searches reflects how important it is to
the UKs workforce.
‘People are learning
to work to live and not live to work,’ says Winckler. As an employer, you must
trust your employees to be accountable and get the work done. Likewise,
colleagues must trust each other, especially when working full remote. They
must be fully aware that if one drops the ball, it will create a domino effect.
People should be treated as people and research tells us that companies are at
risk of losing incredible talent if employees feel like they cannot be trusted
to live for themselves whilst working.
Putting it into
practice:
Transparency is key.
Be transparent with your colleagues on where you are. This will alleviate any
pressure and lay the groundwork for an honest, open, and trusting relationship.