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What world of work does Generation Z dream of?  - Companies

What world of work does Generation Z dream of? – Companies

Millennials have barely invaded the job market when we are already talking about the generation that will replace them: Generation Z, the Zoomers. What are their job expectations? How is this generation different from the previous one?

Today, we only talk about millennials (the generation born between 1981 and 1996). It is true that this generation, hyper-connected, reigns over the world of work, after having shaken up all the codes. The first generation to claim a balance between private and professional life, millennials are also the first to want to redefine home-office travel times: there is no question of spending all their precious time on the road!

If millennials reign supreme in the world of work, they must deal with the next generation: Generation Z, also called Zoomersand which also intends to express its wishes by redefining the rules of work.

According to the definition, this generation Z was born between 1996 and 2012. Thus the oldest members of this generation are in the process of completing their studies, applying for professional internships and above all starting their careers while working remotely. . The specialist Zety surveyed more than 200 representatives of this new generation in order to better understand their professional expectations. And the least we can say is that they have ambition to spare!

More loyal to the company

If the first responses to this survey demonstrate (and surprise) that Generation Z is ready to stay longer in the same job than millennials (40% will stay 2 years, 20% 4 years or more), do not believe that they will stay there against all odds. They are quite capable of pushing the door of another company if:

  • Lack of work-life balance: 50%
  • Toxic workplace: 47%
  • Lack of professional skills development opportunities: 43%
  • Inability to advance within the company: 43%
  • Regular overtime: 41%

And beware if a conflict of values ​​concerning a social issue arises! They are 72% to have answered as one man that they resigned!

Like their elders, finding your job fulfilling and rewarding is hugely important to:

  • Not important at all (5%)

And a fulfilling job is not limited to the mere mention of a high salary for the vast majority of them (95%), it is something else entirely for this generation. They are even 71% to accept a pay cut in exchange for rewarding work.

What attracts them?

During its survey, Zety did not fail to highlight what attracts this generation to an employer. Unsurprisingly, 67% will go to interesting benefits. These are closely followed by:

  • Company sharing the same values ​​as me: 62%
  • Mission of the company going beyond a simple realization of profits: 61%
  • Many opportunities for career advancement: 59%
  • Solid reputation of the company: 49%

Most surprising is their definition of interesting benefits. Gone are the advantages that seduced previous generations such as company car (2%)maternity/paternity benefits (10%), a possible wellness program (13%) or even free gym memberships (19%) and bonuses (26%)… No, this generation , who arrived on the job market at the same time as the health crisis wants flexible hours (59%), telework (53%) and for 50% a competitive salary.

If 50% of respondents could leave a job because of a work/private life imbalance, they are 59% to seek this balance as their main objective. and 43% want to help make the world a better place, proving that, unlike previous generations, Zs prefer workplaces where they can find empathy and share the same values ​​as their colleagues, such as the desire to help others.

Today, we only talk about millennials (the generation born between 1981 and 1996). It is true that this generation, hyper-connected, reigns over the world of work, after having shaken up all the codes. The first generation to claim a balance between private and professional life, millennials are also the first to want to redefine home-office travel times: there is no question of spending all their precious time on the road! If millennials reign supreme on the world of work, they have to face the next generation: Generation Z, also called Zoomers, and who also intends to impose their will by redefining the rules of work. According to the definition, this generation Z was born between 1996 and 2012. Thus the oldest members of it are in the process of finishing their studies, applying for professional internships and above all starting their careers while working remotely. The specialist Zety surveyed more than 200 representatives of this new generation in order to better understand their professional expectations. And the least we can say is that they have ambition to spare! More loyal to the company If the first responses to this survey demonstrate (and surprise) that Generation Z is ready to stay longer in the same job as millennials (40% will stay 2 years, 20% 4 years or more), do not believe that they will stay there against all odds. They are quite capable of pushing the door of another company if: And beware if a conflict of values ​​concerning a social issue arises! 72% of them answered as one man that they were quitting! Like their elders, finding your job fulfilling and rewarding is enormously important for: And a fulfilling job is not limited to the mere mention a high salary for the vast majority of them (95%), it is quite another thing for this generation. They are even 71% to accept a pay cut in exchange for rewarding work. What attracts them? During his survey, Zety did not fail to highlight what attracts this generation to an employer. Unsurprisingly, 67% will go to interesting benefits. These are followed closely by: The most surprising is their definition of interesting advantages. Gone are the benefits that appealed to previous generations such as a company car (2%), maternity/paternity benefits (10%), a possible well-being program (13%) or even free gym memberships. sport (19%) and bonuses (26%)… No, this generation, which arrived on the job market at the same time as the health crisis, wants flexible hours (59%), telework (53%) and for 50% a competitive salary. If 50% of respondents could leave a job because of a work-life imbalance, 59% seek this balance as their main objective and 43% want to contribute to making the world a better place , proving that, unlike previous generations, Zs prefer workplaces where they can find empathy and share the same values ​​as their colleagues, such as the desire to help others.

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