Generation Z (also known as Centennials) bring their smartness and strong work potential to the table with their quick learning capability and unique perspective. 

In order to leverage the full potential of Gen-Z employers need to provide a flexible work culture offering a balance of professional and personal lives.

Gen-Z is born between 1996 to 2010. They are the second youngest generation lying between millennials and Generation Alpha.

They are growing fast, encompassing a quarter of the population of the Asia-Pacific region by 2025.

As per recent data, Gen-Z comprises 24% of the global workforce estimated to rise to 30% by 2030.

This young generation is anticipated to shape the future of the workforce in significant ways.

What are the preferences of Gen-Z?

This generation is the first one that ever owned a smartphone since its childhood.

However, the leadership of many organizations are struggling with the aspect of bringing out the best in Gen-Z. Reason? Most of the management positions are held by Gen-X leading to strong contradiction of preferences and thought processes with Gen-Z.

Within Gen-Z cohort itself there are a lot of differences. 

Still, there is one similarity among them and that is they are mostly online.

Gen-Z possesses its generational characteristics. Let’s understand them.

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Digitally Savvy

Gen-Z are technology savvy with constant consumption of smartphones, digital devices, apps and other online platforms.

They prefer email and text communication over face-to-face interactions and phone calls.

Gen-Z are less proficient in in-person communication and are found in contemporary workplaces where independence is celebratory.

Since this generation is so tech savvy they are cognizant of privacy and security concerns due to their exposure to digital channels.

The whooping number is that 94% of Gen-Z uses social media with an average spend of 2 hours 43 minutes daily.

Independent Workers

Gen-Z is defined as overly dependent on technology and lacking social skills. This sometimes overshadows the very positives of this generation and perpetuates several biases and prejudices.

However, their self-assurance attunes to a higher level of performance when in solitude than their older counterparts.

Though this over-reliance of working in non-collaborative environment can pose challenges in larger teams, the good part is that Gen-Z tends to multitask, leading to greater productivity when working at their own pace.

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Pro Mental Health Awareness

Nearly 50% of Gen Z stated that they experience anxiety and stress in the workplace. They largely crave for work life balance and emphasize that organizations should be open to offering counselling and mental health support as a must.

More than the perks offered, Gen-Z prefers to switch work if the new organization offers mental health benefits or work-life balance. This surpasses the mere ideology that compensation is the sole reason why Gen-Z must stick to a job.

They prefer healthy relationships with peers and work in a mentorship-like association with seniors where they are trained and provided constructive feedback to improve.

In case the leaders aren’t compassionate and guide their Gen-Z counterparts, they are more prone to leave the job.

Invested in Social Welfare Causes

Gen-Z is socially cognizant and invested in making a positive impact in the world.

In a survey by Deloitte 78% of Gen-Z addressed that organizations have a social responsibility to cater to societal issues like diversity, inclusion, income inequality, climate change issues and more.

Gen-Z is more prompt to decline a job offer if it doesn’t align with their beliefs and values irrespective of the compensation offered.

They are more invested in making donations for social causes and prefer organizations that are equally committed to social causes for bringing a positive societal change.

Why Does Gen-Z Prefer Hybrid Work Model?

COVID brought a new perspective for work models.

Before COVID work from office was the norm, however, with its advent remote work became the standard and as it subsided now hybrid is a popular term.

Gen-Z wants a positive work-experience more than anything. Here’s a comment from a Redditor explaining what work model they prefer.

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Let’s go through a few reasons why Gen-Z prefers hybrid work model.

Gen-Z Wants Contemporary Work Model

As per an interview there are few concerns Gen-Z employees face.

• They fear their voices won’t be heard and opinions won’t be taken seriously.
• They want there should be the flexibility of working from office and home. Fully onsite presence can be hectic and fully remote opportunities pose too many distractions so there must be a hybrid model.
• The Gen-Z wants to work from 9 to 5 and have a work-life balance which poses challenges for them in hustle environments.
• More than the pay they focus what they learn on the job and how they upskill themselves.

Given Gen-Z has bold and positive values their tech-savvy taste brings a lot of fresh ideas and perspective into picture.

This is shaping up a contemporary working model where it isn’t about working 14 hours a day leading to burnout.

The employers must focus on offering value via:

• Listening out to the quieter Gen-Z employees.
• Offer work-life flexibility.
• And invest in upskilling the employees via soft-skills and technical skills training regimes.

As this largest cohort of Gen–Zs enter the workforce it’s time employers re-strategize their hiring goals. This is why hybrid models are becoming so popular.

Gen-Z Wants Cooperative and Flexible Employers

Micromanagement is becoming a thing of the past. 

As per Avinash, a contributor on Quora, having worked with Gen-Z these are his takeaways:

• They need space and well-defined boundaries. Small talk isn’t their forte.
• They do not necessarily entertain unsolicited advice.
• Be very strict about the expectations from them. They live in a world of social media and may easily get lost in it.
• They prefer keeping their personal life separate. Do not involve yourself in their health or personal life avenues.
• They need constant reassurance so be a leader who is compassionate and understands their shoes.
• Be a role-model for them. They must feel they can look up to you and be a manager or leader like you. This for sure brings out the best in them and lets them open-up to you.
• Hybrid work models best suit them to help them evolve and grow at their pace. It instills confidence in Gen-Z where they can recharge and rejuvenate each week.

By Leveraging Hybrid Work Models They Have Work-Life Balance

To be precise, it’s not just Gen-Z, boomers (born between 1946 to 1964) and Gen-X also prefer hybrid work models.

Wait, let’s not sway from the topic.

When you’re in a remote setup you can work in your pajamas and attend meetings casually.

But can you do that everyday?

Probably not! You need that motivation of working for a collective goal. That comes from personal interactions with your peers in person. 

For instance, working 2 days from office and 3 days from home per week can boost your motivation level and also allow you to drive the benefits of both working from office and home.

There is less pressure and you still are in personal touch with your managers and peers.

You save substantial cost and time spent commuting everyday and choose your days at office premises.

Offices provide an aura that is conducive to work. Gen-Z prefers inspiring and professional conversations, enthusiasm and progress.

This much needed dose of spirit is needed every few days a week to keep the morale high and leading to healthy team competition where everyone wants to bring out the best version of themselves.

Prevent Burnout from Remote Jobs

The job landscape is more competitive today.

There are more jobs but there are even more Gen-Z graduates coming every day.

The IT and increased efficiency has freed up a plethora of time for the Gen-Z. This means this freed up time is utilized with more workload. Therefore, in remote settings Gen-Z has to be present in front of their devices more so than in office jobs. Each minute is accountable.

This has raised the expectation bar leading to burnout. 

It’s tiring to be accountable for each minute you work.

Thus, in office (hybrid) settings contributing to the credibility of the Gen-Z employee leads to their performance assurance and takes the load off their chest in terms of performance.

Learning and Development Opportunities

It’s impossible to upskill yourself when in office for the whole day.

There are distractions, impromptu meetings and interrupting colleagues that may just need your help.

In hybrid settings, Gen-Z can learn the days they are at home.

Since they are tech-savvy they can:

• Utilize digital learning platforms like Learning Management Systems (LMS) for self-paced learning.
• Micro courses that are byte sized leading to modular learning. Shorter and more focused courses train the employees more effectively.
• Video content to keep the learning curve interesting and interactive.
• Gamification courses such as quizzes, challenges and leaderboard make learning more enjoyable for Gen-Z.
• Peer learning leads to knowledge transfer from fellow colleagues and clarifies doubts if any.
• The mobile friendly courses capture the attention of tech-savvy Gen-Z and they can learn while commuting or at their leisure hours.
• Portraying as real-world in office games can foster a culture of inclusivity and motivate Gen-Z employees to break their shy shell.
• Educating the Gen-Z about the company's CSR activities prompts a feeling of worthiness in them and makes them feel fulfilled.

Working with Distributed Workforce

When working in hybrid settings there is a greater sense of collaboration.

You can interact with your workforce distributed globally leading to cross-culture inclusion and learning from across the globe.

With the advent in technology the global gap is constricted and you’re able to collaboratively work with anywhere in the globe.

This spikes a sense of significance in the Gen-Z.

As Gen-Z levels up in the management position there will be greater hybrid and remote working culture catering to the work-life balance. 

As per a Redditor WFH and hybrid model is the voice of tomorrow.

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Here were few reasons why Gen-Z prefers a hybrid working model.

Is Hybrid What Gen-Z Management Will Prefer Tomorrow?

As gen-Z employees climb the ladder there will be a revolutionary change in the management.

They are best suited with hybrid models where they can strike a work life balance.

The hybrid model is estimated to address burnout, isolation and mental health.

Since the Gen-Z is more volatile emotionally their mental health can’t be taken for a toss.

Hybrid model is the voice of tomorrow, don’t be a player of the past.

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