Are we preparing workplaces to welcome Gen Z?

Generation Z is the newest generation to enter the workforce and according to Business Insider, by 2026 it will overtake Millennials as the largest generation, representing more than 27% of the working population.

This is just the beginning, because in just a few years, Generation Z will be predominant in the global workplace. Born between 1997 and early 2010, the oldest members of this generational group are 26 years old. They all belong to a generation that approaches things differently.

Face-to-face or remote work? There is no possible choice, the solution must be hybrid, provided that the sector of activity in which they operate allows it.

Following the accelerated expansion of remote working in the wake of the pandemic, there is a return to face-to-face working in almost all organisations. And sometimes even on a mandatory basis. But what does the new generation Z think about this?

According to a study carried out by Kantar earlier this year among more than 10,000 employees in various countries, it turns out that 79% of Generation Z would accept working completely remotely, a figure that drops to 66% when it comes to working 100% face-to-face. They are not opposed, but the preference for remote working is greater.

According to these experts in qualitative research, the distribution of remote vs on-site work is as follows: 25% remote, 48% hybrid and 27% on-site. With the hybrid model being the most widely implemented, the same study indicates that 70% of employees agree that hybrid work generates more positive aspects, and only 4% recognise that this type of work generates more negative aspects. Positive aspects are the ease of reconciling professional and personal life, the reduction of commuting, and the improvement of mental health. And what could we consider as negative factors? These include distractions at home, difficulty in completing tasks without face-to-face meetings, lack of contact with co-workers or difficulty in separating work from personal time.

A different generation with a common hallmark: digital natives

The main idiosyncrasies of Generation Z are nothing like those we have seen in previous groups. Gen Z are tech geniuses, born and bred entirely in a fast-paced, Internet-centric environment. These are some of the peculiarities of Generation Z, which make it a group that requires differentiated approaches to management. As digital natives, they expect the modern workplace to be full of digital collaborative tools. Going back to the Kantar study, only 30% of Generation Z find it easier to collaborate in person. They tend to be pragmatic in their approach to their careers and education. Forty percent of Gen Z workers want more focus on career growth in hybrid environments, compared to 27% of Boomers (those born between 1946 and 1964).

Companies therefore need to explore the mindset and skills that this generation brings. It is time to adjust standard office practices, as well as training and personal growth, to make the most of the new generation.

How to attract, engage and retain the best talent of this generation?

The solution lies in the design of a modern workspace that can influence well-being, a sense of belonging and flexibility at work.

Because Generation Z is looking for companies that take a technology-driven approach to the employee experience. From the candidate recruitment phase, through onboarding and the daily reinforcement of productivity and collaboration skills, to mobility and flexibility in the workplace. We talk about the "Employee Experience" (EX) itself, while in many organisations the focus is almost exclusively on the "Customer Experience". What about the employee experience? It is a set of aspects that includes experiences and interactions, whose approach must be driven by the management of companies and which necessarily involves both the Human Resources and IT departments. I recommend reading a recent article in which we explain the concept of employee experience and delve into its key factors for its positive influence on corporations.

At SEIDOR, we provide organisations with the impulse of the EX with our consultancy services. With projects totally focused on productivity, collaboration, flexibility, mobility... and also security.

Young talent is a very precious asset, unfortunately, quite scarce and technology can help us.