Accountability on the environment, sustainability, and social responsibility. Gen Zers are passionate about making a difference, and want to work somewhere they feel has a broader mission and purpose that aligns with their own values. They don't want to make money just to make money—they want to make an impact.
“What Gen Z wants is to do meaningful work with a sense of autonomy and flexibility and work-life balance and work with people who work collaboratively,” said Julie Lee, director of technology and mental health at Harvard Alumni for Mental Health, and an expert on Gen Z health and employment.
Gen Zers dream of personal career fulfillment but expect economic struggles. They have less positive life outlooks, with lower levels of emotional and social well-being than older generations. They are more interested in belonging to an inclusive, supportive community.
Indeed, Gen Z is the generation most motivated by building relationships—these young professionals highly value the connections they make at work.
Companies must offer fair and competitive compensation and benefits to engage Gen-Z talent. Those include not only salary but also health insurance and other perks such as wellness programs, corporate discounts, student loan repayment assistance, tuition reimbursements and paid vacation.
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.
Desire to work individually.
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.
A report by the Workforce Institute found that the top three attributes Gen Z employees value in a manager are that “they trust me,” “they support me,” and “they care about me.” The same report also found that Gen Z often experiences emotional barriers to achieving workplace success, like anxiety and low self-esteem.
Soft skills such as face to face communication, interpersonal communication skills, conflict management skill will be of great value. Gen Z will need to be lifelong learners, be agile and adaptive to changing job roles and tasks with increased automation, and be responsive to new markets.
Of the top five social causes / issues Gen Z and Millennials are passionate about, three have remained the same: mental health help / care, racism, and abortion / birth control.
They are pragmatic and value direct communication, authenticity and relevance. They also value self-care. They may be more likely than older people were when they were the age of the Gen Zers to question rules and authority because they are so used to finding what they need on their own.
Data shows Gen Z workers report more struggles than the general population with hostile work environments, mental- and physical-health issues and even the inability to share one's full self in the workplace.
According to ResumeBuilder, the top three reasons Gen Z is difficult to work with are lack of technological skills, effort, and motivation.
They do not like micromanagement, therefore, leaders who empower them will gain their respect. The qualitative study conducted to generation Z showed that based on the keywords analysis the effective leadership style for them is servant leadership style.
In particular, Gen Z trusts influencers more than ever before due to their relatability and unbiased opinions. Influencers often engage with their followers in various ways, from hosting meet-ups to live streaming their daily lives on social media platforms.
Based on the result of this study, most of the generation Z prefer leaders who listen to every opinion of their members in order to reach a common decision called the democratic style.
Gen Z workers are well-versed in technology, but not fluent in softer skills such as in-person communication and interpersonal dynamics, so companies will need to adjust how they train these younger workers.
Social media and technology use are major contributors to Gen Z depression. While technology has many advantages, it can also be a source of anxiety and stress. Excessive social media use has been linked to feelings of loneliness, low self-esteem, and depression, according to research.
While millennials and Gen Zers highly value work-life balance, they're operating in a high-inflation world where money is tight and stable finances are tough to find.
Gen Z workers, aged between 18 and 26, make up about 35% of those wanting to quit, while millennials (aged 27 to 42) are another 31%. The common reason cited by 44% of the workers considering quitting their jobs is overwork.
Gen Zers say they need a salary of almost $125,000 to feel like they've made it, a new study found. The study of 1,000 workers showed that 58% of young professionals are unhappy with their current salary. Although Gen Z wants more money, they also tend to prioritize work-life balance.