As we step into the year 2024, it is essential to gain insights into the characteristics and expectations of Gen Z in the workforce. This article delves into the research conducted on this subject, combining various sources such as secondary research, social listening, and surveys. By understanding the unique traits of Gen Z and addressing their needs, employers can create a more inclusive and productive work environment.
Professional Etiquette: Bridging the Gap
There has been a prevailing narrative surrounding Gen Z's perceived lack of professionalism in the workplace. This narrative often highlights an "etiquette gap" that needs to be addressed. However, it is crucial to understand that Gen Z doesn't disregard etiquette; instead, they believe it is a two-way street. They feel that their superiors should meet them halfway in terms of expectations.
According to a Forbes article, hiring managers report various areas where Gen Z candidates fall short in professionalism. These areas include inappropriate dressing (58%), lack of eye contact (57%), unreasonable salary demands (42%), poor communication skills (39%), and a lack of interest or engagement (33%). Gen Zers argue that workplace etiquette should be a shared responsibility, and both parties should make an effort to understand each other's expectations.
"The problem seems to start during recruitment, with hiring managers reporting that Gen Z candidates fail to dress appropriately, do not make good eye contact, make unreasonable salary demands, do not communicate well, and don't seem very interested or engaged." - Forbes
TikTok videos from Gen Zers shed light on the disconnect regarding the responsibility for the etiquette gap. Gen Z believes that workplace etiquette is a result of mutual understanding, rather than one-sided expectations. By acknowledging this gap and valuing professionalism, Gen Z aims to present themselves as professionally as possible, even if they struggle to meet all the etiquette demands.
Our survey data reveals that a significant percentage of Gen Zers (86%) consider maintaining professional etiquette at all times in the workplace as very important (44%) or important (42%). While some believe in presenting their authentic selves while being professional when necessary, others opt for a balance between their authentic selves and professionalism.
"How do you believe you should present yourself at work?
- Professional only, not showing my true self: 12.24%
- Professional mostly, sometimes showing true self: 42.69%
- Mostly my authentic self, professional when needed: 27.38%
- As authentic as possible, even if not professional: 8.50%
- There is no difference between my professional self and true self: 9.18%" - Raw Survey Data
Salary: Balancing Security and Splurging
Post-pandemic inflation has significantly impacted how Gen Z spends their money. With the rising cost of living, Gen Z has been forced to tighten their belts and modify their lifestyles due to inflation. Financial success has become more challenging to achieve, with 85% of Gen Zers citing barriers such as the higher cost of living.
It is essential to understand Gen Z's perspective on salary and their motivations behind asking for salary increases. Contrary to the assumption that Gen Z asks for more money purely for the sake of being rich, our research shows that their primary driver is financial security. Gen Z needs higher salaries to cope with inflation and meet their basic needs.
"If you were to ask for a salary or pay increase, what would your main reason be?
- To have excess money to splurge on things: 10.32%
- To be able to pay all bills and expenses: 30.95%
- To save money for the future: 24.60%
- To have excess money to invest and grow wealth: 12.70%
- To feel compensated for the work and effort I put in: 19.05%
- None of the above: 2.38%" - Raw Survey Data
While some Gen Zers seek raises to save money for the future or invest and grow their wealth, only a small percentage (10%) are interested in having excess money to splurge. Understanding these motivations can help employers address Gen Z's financial concerns and provide appropriate compensation packages.
Flexibility: Autonomy in Work-Life Balance
Gen Z is redefining the concept of work-life balance, emphasizing the need for flexibility in the workplace. They no longer want to "live to work" but strive for a healthy integration of work and personal life. This generation values autonomy in setting boundaries and expects the flexibility to choose their working hours and days.
"What type of flexibility in the workplace is most important to you?
- Location flexibility: the ability to choose where I work from: 24.60%
- Hours flexibility: the ability to choose the hours I work: 32.54%
- Schedule flexibility: the ability to choose the days I work: 36.51%
- None of these are important to me: 5.56%
- Other: 0.79%" - Raw Survey Data
Gen Zers prioritize the ability to choose their working hours and days, with 37% considering schedule flexibility as the most crucial aspect. They also value location flexibility, allowing them to work from a place that best suits their needs. Offering these flexible options can significantly contribute to Gen Z's happiness and productivity in the workplace.
Happiness at Work: Finding Purpose and Connection
Reports suggest that Gen Z is unhappier at work compared to other generations. However, it is essential to consider the broader context of Gen Z's happiness and mental health. This generation faces various stressors and experiences negative emotions such as stress, anxiety, and lack of motivation on a broader scale.
"Compared with older generations today, members of Gen Z are much more likely to report experiencing negative emotions such as stress, anxiety, and loneliness." - CNN
While happiness at work is crucial, it should be understood that unhappiness does not necessarily stem from work itself. In fact, our survey data indicates that a significant percentage of Gen Zers (70%) feel happy at work most days. It is vital to focus on addressing the factors contributing to Gen Z's unhappiness in general, such as stress and mental health issues, rather than solely attributing it to the workplace.
"Most days at work, I feel happy
- Strongly Agree: 21.43%
- Agree: 48.98%
- Neither agree nor disagree: 19.73%
- Disagree: 6.97%
- Strongly disagree: 2.89%" - Raw Survey Data
Creating a sense of purpose and connection in the workplace can significantly contribute to Gen Z's happiness. Feeling supported, connected to coworkers and supervisors, and having a sense of purpose from their work are vital factors that can enhance their overall job satisfaction.
Career Growth: Nurturing Internal Opportunities
As Gen Zers embark on their careers, growth opportunities play a significant role in their motivation and job satisfaction. It is crucial for employers to understand what Gen Z defines as growth and what their expectations are in terms of career advancement. Transparent internal opportunities hold more value for Gen Z than external tools or networking events.
"Which of the following would be most helpful for you to grow in your current role at work?
- Formal mentorship programs: 11.73%
- Education stipends: 14.29%
- Conferences and networking events: 10.88%
- Clear pathways for promotions: 33.84%
- Performance-based wage increases: 36.22%" - Raw Survey Data
Gen Zers prioritize upward mobility and clear pathways for promotions. They value performance-based wage increases and appreciate opportunities to work outside their job descriptions. Furthermore, they express a preference for on-the-job mentorship from their supervisors rather than formal mentorship programs. Focusing on these aspects can help employers nurture the growth and development of Gen Z employees.
Conclusion
Understanding the unique characteristics and needs of Gen Z in the workforce is crucial for creating a productive and inclusive work environment. By bridging the etiquette gap, addressing financial concerns, providing flexibility, nurturing happiness, and fostering internal growth opportunities, employers can effectively engage and retain Gen Z employees. Embracing the values and preferences of this generation will contribute to a thriving and successful workplace in 2024 and beyond.
