What are the five benefits that Gen Z are most valuable at work? Executive summary

This Saturday, August 12, coincides with the International Youth Day, since 1999, the date of a resolution of the United Nations General Assembly, in response to the recommendation of the World Conference of Ministers Responsible for Youth, which was held in Lisbon, until August 8-12, 1998. .

Exactly one year ago (1997), the birth of young people who are considered part of Generation Z (born between 1997 and 2012), who represent about a quarter of the world’s population, began, and in three years, they will have weight. Almost a third (nearly 30%) of the global workforce.

The so-called “Zoomers” have different expectations, priorities, and goals at work and in their careers, which leads to changes in the labor market, as employers are more sensitive to talent shortages that require rapid adaptation.

And so, on the occasion of this date, ManpowerGroup, a talent management solutions company, has collected the five benefits that the youth who make up Generation Z are the most valuable in terms of work.

1. Flexibility and autonomy: In contrast to the so-called traditional and highly demanded forms of work in terms of choices regarding time and place of work, Zoomers promoted change in society, prioritizing a more effective balance between the professional and personal spheres. For this generation, flexibility and independence are prerequisites for a life that hopes to live with greater well-being and mental health;

2. Learning and Development Opportunities: Coaching, mentoring, and mentorship are key concepts in the vocabulary of Generation Z professionals, who value professional development opportunities that go beyond mere career advancement. This generation knows that their continued development depends on opportunities that allow them to develop and train, for current and future employability, namely in innovative fields. In this sense, business leaders need to foster an environment that supports creativity and reflects the culture of the emerging company, while implementing training and rehabilitation programs that allow the acquisition of new skills, thus helping to improve the retention of these workers;

3. Diverse and Inclusive Culture: Organizations whose culture is not aligned with the Zoomers’ values ​​(such as diversity, fairness, equality, sense of belonging, and environmental sustainability) will not be able to attract and retain these talents. Generation Z demand more from employers and have the integrity of their convictions as a non-negotiable argument, and want to be associated with organizations that contribute to a better and more sustainable world;

4. Personal Achievement: The commitment and engagement of Generation Z workers in companies is also associated with meaningful jobs and motivating projects, where they see value to society and themselves. Undertaking side projects within or outside the company allows Zoomers to gain skills in their field and build on their passions. So employers who want to attract and retain the best young talent need to satisfy their desire for project-based jobs. Incorporating structured and motivating “parallel” software development into employers’ value proposition can help keep Generation Z workers engaged;

5. Better wages: analyzing work from a more transactional perspective than previous generations, Zoomers see a fair wage as one of their main real and objective demands. The current extremely difficult economic context has made the youth of this generation more aware of their paychecks. They grew up seeing that their parents were facing financial difficulties in economic downturns, and now that they have access to the job market, they find themselves in a period of economic turmoil and they worry about securing their present and future. Thus, they demand higher wages from their employers, willing to change companies if it allows them to access better salary terms.