Photos by Jemma
We were in a meeting last month about mental wellbeing, and we were struck by the outdated approaches this particular organisation wanted to put in place in order to facilitate a more inclusive workplace when it comes to mental health. It’s not that what the organisation had thought about was bad, but the direction the organisation wanted to go in would very quickly become obsolete for the next generation of employees. We are of course referring to Gen Z, and what they might want from work.
Generation Z, often referred to as Gen Z, encompasses those individuals born at the turn of the millennium up to the mid 2010s. These young people are now entering the workforce, and are going to be the future leaders. They are characterised by their distinct experiences and attitudes shaped by technological advancements, social changes, and global events. This generation is not only tech-savvy but also possesses a unique worldview that influences their expectations from employers. This means if their Gen X bosses aren’t adapting now, Gen Z will not be interested in working where they work.
Understanding Gen Z
To be brutally honest, we are not experts in Gen Z (we only have one Gen Z on staff) but we do know what it feels like to join the workforce that was shaped entirely by previous generations, with little to no understanding of how to work with us, and the deleterious effect this causes.
Understanding Gen Z starts with recognising their upbringing in an era marked by rapid digital evolution. Gen Z are the first generation to grow up with the internet and smartphones as fully integrated parts of their lives. They grew up with this technological immersion, and are well practised using this to foster a sense of connectivity, enabling them to communicate and collaborate in ways that previous generations may find unconventional (and even suboptimal). They can form deep friendships that only exist online. For you as a business leader, acknowledging this characteristic can be pivotal in tailoring your strategies to attract and retain this workforce. It will ensure everything else falls into place if you can start with this acceptance.
It is also worth recognising that Gen Z is marked by a heightened awareness of social and global issues, thanks in part to being digital natives and the constant availability of news feeds or social media. All of this impacts the mental health of this generation in a way never before experienced. For example a study has found that mental health is reported as significantly lower amongst Gen Z participants. This makes it essential for organisations to align wellbeing offerings with those that resonate with this generation. By understanding who Gen Z is, you can begin to explore what they want from work and how to create an environment that meets their expectations.
Gen Z Wants Work-Life Balance
For Gen Z, achieving a healthy work-life balance is not merely a preference; it’s a fundamental expectation. To be clear, this does not stem from a place of entitlement. Gen Z having witnessed the impacts of burnout on their predecessors, are acutely aware of the importance of maintaining personal wellbeing alongside professional responsibilities. This generation is more inclined to prioritise roles that offer flexible hours and remote work options, allowing them to manage their time effectively.
As you reflect on your business practises, consider for whom the practises are designed. Blindly requiring employees to work from offices with set hours of 9 till 5, because that is what is considered ‘the norm’, won’t work for your Gen Z employees. Instead be open to integrating policies that promote work-life balance, even if office based working is preferred. This could involve offering flexible scheduling. For example, our Gen Z staffer asked to work in the evenings, which suited her work-life balance, and gave us an opportunity to be available to customers during those evenings. Encouraging regular breaks, or providing resources for time management and mental health support can also contribute to a healthier work-life equilibrium.
Moving away from using work-life balance as a buzzword, and creating a culture that values results over attendance in the office can be beneficial because when you create a culture that prioritises balance, you enhance employee satisfaction and retention, positioning your organisation as an attractive workplace for all. Gen Z individuals in particular appreciate outcomes-driven work, where their contributions are assessed based on deliverables rather than time logged. So by focusing on performance metrics, you can create a more motivating and inclusive atmosphere that resonates with this generation’s ideals.
Gen Z Wants Career Growth and Development
Gen Z is characterised by a profound thirst for knowledge and a strong desire for career advancement. Unlike previous generations, who may have prioritised job security, Gen Z is more concerned with opportunities for personal and professional growth. They seek roles that offer clear pathways for advancement, continuous learning, and mentorship.
To meet these expectations, consider implementing structured career development programmes within your organisation. Providing access to training, workshops, and mentorship initiatives can significantly enhance your appeal to Gen Z employees. They are likely to gravitate towards companies that invest in their development and show a genuine interest in facilitating programmes that can lead to fast track career trajectories.
Effective leadership plays a pivotal role here too. Gen Z expects leaders to be approachable, empathetic, and actively involved in promoting a healthy work environment. If your business is not doing this already, you should strive to create a culture where your leadership team prioritises wellbeing and sets an example for the entire organisation. This can often mean that leaders themselves will need to undergo a period of self reflection and personal growth before they can be seen as being congruent amongst their workforce. Only then will leaders be able to hear about the challenges faced by their workforce, particularly in the context of mental health, and put in place the right wellbeing initiatives.
Gen Z Wants Personalised Wellbeing Programmes
Mental health is undeniably a top priority for Gen Z, and it profoundly influences their expectations of workplace wellbeing initiatives. This generation has grown up in a world where mental health awareness has increased significantly, leading them to place a premium on organisations that prioritise mental wellness.
As you consider what Gen Z wants from workplace wellbeing, it becomes clear that mental health support is not just an added bonus; it is a necessity. Recognising the early signs of burnout and anxiety are more prevalent in Gen Z than previous generations, who may have been inclined to push through. Gen Z are more likely to challenge this approach, and when it comes to workplace wellbeing initiatives, one size does not fit all. Gen Z thrives on personalised experiences, and this extends to their approach to wellbeing. They expect organisations to offer tailored wellbeing programmes that cater to their unique needs and preferences.
Providing personalised resources for mental wellbeing should be at the forefront of your initiatives. This could encompass access to onsite counselling services, mental health days, and stress management workshops. You should also consider implementing training that equips employees with tools to support their mental health, fostering a culture where discussing mental wellness is normalised and encouraged. The landscape of workplace wellbeing is constantly changing, driven by shifting employee expectations and societal trends. Gen Z is at the forefront of this evolution, pushing for more innovative approaches to wellbeing that reflect their values.
Gen Z Wants You To Adapt
It’s laughable to expect an entire generation to adapt to what Gen Z would see as old fashioned practises. Whether these are about working all week from the office or about being willing to be contacted out of working hours. As Baby Boomers and older Gen Xers approach retirement, the practises they have worked to will become short lived. As the workplace landscape continues to evolve, it is organisations that must adapt to meet the wellbeing expectations of Gen Z. Like it or not, this cohort is redefining what it means to thrive at work, emphasising the importance of balance, inclusivity, growth, and personalised support. It has nothing to do with snowflakism, entitlement or fragility. It has everything to do with the leaders of tomorrow and their heightened awareness of global issues, equality issues and their expectations of fair treatment.
What Do Gen Z Want From Work
Understanding what Gen Z wants from work is essential for businesses who want to remain relevant to, and attract and retain the next generation of employees. To put it bluntly, you’ll run out of staff if you’re not interested in recruiting from a Gen Z cohort. By starting small and aligning your wellbeing strategies with their values and expectations, you can create a workplace culture that resonates not only with Gen Z for attraction and retention purposes, but one that can ultimately benefit all.
References
Credit where credit is due, we aim to cite our sources because we value truthful content. 1 source was referenced during research to write this, but you are encouraged to follow our other links as well.
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