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What Gen Z Really Want From a workplace

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What Gen Z Really Want From a workplace
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.