The study found that about half (49%) of millennials surveyed want to work fully remote, whereas only 27% of Generation Z (Gen Zers) feel the same way; they're much more likely than average “to be seeking in-person” work opportunities. Oddly, Gen X and baby boomers felt less impassioned about remote options.
“Generationally, a larger majority of Gen Z adults do most of their work in person compared with their older counterparts, and this young cohort also shows the strongest overall preference for working in an office,” the study reads. Just shy of 90% of Gen Z workers who prefer the office cite productivity as the reason.
Driving the news: Young people today are more likely to job-hop, but they are also looking for stability by pursuing careers as CEOs, doctors and engineers, according to a new Axios/Generation Lab study. By the numbers: Gen Z-ers surveyed said their top career goals were businessperson, doctor and engineer.
However, research shows that Gen Z may be struggling with engagement at work. According to a 2022 Gallup Poll, 54% of Gen Z employees, slightly higher than any other generation, are ambivalent or not engaged at work. As such, it is essential for managers to support their Gen Z employees and earn their full engagement.
A separate study found that nearly 30% of adult Gen Zers are still living at home with their parents, held back from moving out on their own by the rising cost of living.
In 2022, 54 percent of Gen Z employees in the United States said that they would walk away from a job due to an unsatisfactory salary, while 42 percent said they would quit if the job caused burnout and lacked work-life balance.
More than half of U.S. workers — 61% — are considering leaving their jobs in 2023, a new report from LinkedIn has found, noting that a higher percentage of Gen Z (defined by LinkedIn as ages 18-25) and millennial (ages 26-41) workers are planning to call it quits than any other generation.
A new study reveals that nearly 75 percent of managers of business leaders say that Gen Z — anyone born from 1997 onward — are "more difficult to work with than other generations."
According to a recent survey of 1,300 managers, three out of four agree that Gen Z is harder to work with than other generations — so much so that 65% of employers said they have to fire them more often.
Gen Z workers are currently aged 26 and under, meaning that much of their working life has occurred amid the COVID pandemic, which has upended traditional business structures. ResumeBuilder's Chief Career Advisor, Stacie Haller, believes this may be why many members of Gen Z are struggling in the workplace.
Team environments are not a problem for Gen Z, but many young employees prefer to work on individual projects as much as possible. By working independently, Gen Zers are able to showcase their skills and abilities as a way to prove themselves to employers.
Gen-Z cares about following their passions, caring for the earth and demanding social and environmental justice from high-level decision-makers. As a result, they're more vocal, values-driven and individualized than generations that came before them.
The Implication: Gen Z can prioritize friendship and invest time in inviting people for coffee, meeting up and hanging out with colleagues and people outside of work as well. Others can support Gen Z by reaching out and creating relationships with them, offering a listening ear, advice and companionship.
In the short term, Gen Z's stress is leading to ambivalence and withdrawal in their professional lives. According to 2022 data from Gallup, they are the most disengaged group at work. They also report more overall stress and work-related burnout than other cohorts.
In a recent Resume Builder survey of managers, 74% said Gen Z is the most difficult age group to work with. Half said they are difficult all or most of the time. Only 4% said they almost never find it difficult to work with Gen Z employees.
It starts with what values are important to Gen Z'ers and moves into what brands and products they rate. “Teens feel that being cool is about just being yourself, embracing what you love, rejecting what you don't, and being kind to others.”
Over 50 million workers said goodbye last year, and it's a trend that's shown no signs of slowing, based on the latest months' data. The Great Resignation was increasingly dominated by Gen Z.
Gen Z also faces an unprecedented behavioral health crisis: US Gen Zers surveyed by McKinsey report the least positive outlook and the highest prevalence of mental illness of any generation, and European respondents report struggling with self-stigma.
So it's no surprise recent studies have declared millennials, especially women, the most anxious generation in history. Anxiety comes in many forms, but the simplest way to describe it is feeling worried or nervous about the future or uncertain situations.
They're impulsive. Another weakness of Gen Z is that they can be quite impulsive. With instant gratification being so easily accessible, this generation has difficulty waiting for anything. They want what they want and they want it now!
Bonfini, co-editor of the second edition of Casebook for DSM-5: Diagnosis and Treatment Planning, observes that Generation Z as a whole lacks many of the social skills that previous generations learned through face-to-face interactions.
A CM Group consumer research effort that polled 1,000 consumers found Gen Z consumers are better educated, more practical, more ambitious and more skeptical than Millennials.
Gen Zers point to many reasons they are turning their backs on cars: anxiety, finances, environmental concern. Many members of Gen Z say they haven't gotten licensed because they're afraid of getting into accidents — or of driving itself.
Side hustles existed before the pandemic, but they were often born out of necessity rather than passion. However, connections and technology are fueling the fire. The popularity of side jobs has increased due to Gen Z's enthusiasm for technology and natural ability to use digital platforms.
Millennials, many of whom may be classified as mid-career, are experiencing much smaller levels of unemployment. Only 10% fit into the above category, and only 6% are unemployed by choice (compared to the 10% of Gen Zers, 13% of Gen Xers and 21% of Gen X-baby boomers who are jobless by choice).