The newest generation in the workforce has been driving change with the fresh perspectives and ideas they are bringing with them. Gen Z is reestablishing how compensation, work hours, training, culture, and even the “how” is viewed and managed in their work.
According to a Deloitte article: Understanding Generation Z in the Workplace, they have an “entirely unique perspective on careers and how to define success in life and in the workforce.” In many aspects, Gen Z will change culture for the better. Now it’s up to the rest of the generations to learn and understand how these changes will make positive impacts.
Flexibility
Gen Z has been pushing the envelope when it comes to demanding flexibility in their work – from how they do their work, to where, to when. The concepts of hybrid and remote work have not just been a temporary solution to COVID 19, rather they are being cemented as the future of the way work will be done.
“They’ve embraced the hybrid,” says Kelby Laxdal, a Civil Engineer with Houston Engineering, Inc. and a member of the Millennial Generation. “Most like the flexibility if they need it, but also enjoy the office culture.” The social aspect of going into the office and interacting with coworkers in person is still very important to Gen Z, but they have been able to embrace the hybrid/remote change more quickly and seamlessly than older generations.
Work with a Purpose
In addition to flexibility, Gen Z is highly invested in meaningful and purpose driven work. The ‘Why’ for many Gen Zs is one of the main motivators when choosing a job and career.
Sapna Khandwala, CEO of Stillwater Sciences and a member of Gen X, believes the “do-gooder” and “high quality scientific” work they do is an excellent way to “marry values with flexibility.” At Stillwater, Khandwala says they try to supply projects that require travel and outdoor time, providing a different type of atmosphere than the typical office job. Gen Z wants to be involved with important projects that will make a significant and positive impact on the world around them.
Overtime Work
Overtime is an aspect of work that has always existed. However, as a generation that guards its boundaries, Gen Z wants transparency around this practice. Not every position and company will require or even expect overtime, however in certain fields, such as consulting, overtime is quite typical.
“Communication about expectations is important,” says Leslie Moulton-Post, CEO of Environmental Science Associates and member of the Boomer Generation. “We don’t expect you to do [overtime] 12 months a year but sometimes you have long working periods.”
In supervising his team, Laxdal says that “The norm is to try to keep it to 40 hours a week when I can. A solid 40 is better than a lackluster 60.” If an organization expects their employees to work longer than forty hours a week, it needs to be communicated on day one, and it should only be assigned on an occasional basis, not a consistent one.
Training and Development
The types of training and career development Gen Z might expect from their employer can vary from firm to firm. For instance, at Houston Engineering, Inc. Laxdal sees “that YouTube Mentality” in which “the folks here like to teach themselves first.” Of course, Houston still provides career development opportunities for their employees, especially hands-on training.
Both Khandwala and Moulton-Post indicate that early career leadership training has been very popular and beneficial for Gen Z employees. Moulton-Post says, “I’m hoping this will resonate… that these are professional development skills that you can take with you wherever you go. We are investing in you as a consulting professional.”
Culture vs. Compensation
In terms of compensation, Gen Z values the type of work and environment over the pay they receive for it. “It’s not about the salary or benefits, it’s totally about the feeling you get when you step in the door,” says Dave Armbruster, a Designer for MKSK and a fellow Gen Z.
While compensation still plays a highly relevant role when deciding on a job or career, what Gen Z values more is the culture of that organization and the type of work they do. “Older generations seem to manage money tightly to guarantee a profit, while Gen Z has a more ‘living in the moment’ perspective of choosing the work they want to do,” continued Armbruster. Given a choice between doing work based on profitability versus passion projects, Gen Z will typically pursue what inspires them most.
Although the priority on salary is changing, this does not mean organizations can pay their Gen Z workers less. At Stillwater, Khandwala cites compensation as a reason some Gen Zs might leave their organization. “We do a lot of grant-funded and non-profit work, and that means we aren’t as able to focus on pay. If their values aren’t aligned with ours, then they won’t be a good long-term fit.” How the organization’s values match the employee’s values plays a big role in job satisfaction.
What Gen Z values in their potential or current organization is a culture of support and community. “It’s like choosing a family,” says Armbruster. “The reality is you live so closely with people in your office life.” Forty hours of the week goes to your job, and ideally Gen Z wants to enjoy the people they work with.
Generational Harmony
Khandwala sees Gen Z being “hungry for information so they’re pretty open to working with other generations because they know they have a lot to learn.” Laxdal loves working with Gen Z because they “keep him on his toes.” Their skill with modern technology and new ways of thinking and looking at problems can add a lot of value to an organization.
These sentiments are echoed by Armbruster, who says, “I have a lot of respect for older generations, and I see we have a lot to learn from them. I hope they’re willing to accept some of the youthfulness and energy and newness of Gen Z.”
Embrace Fresh Perspectives
The latest generation entering the workforce is bringing fresh perspectives and values that organizations across the country are increasingly embracing. Gen Z is pioneering innovative ideas that are poised to significantly reshape our understanding of work. Greater flexibility, enhanced communication, and a focus on purpose-driven work are trends that will transform the workplace for years to come.
Stay Tuned…
Look for our Gen Z Survey launch in mid-October. To review our introduction article about this new survey and to grab a copy of the 2007 results click here.
