6 Workplace Facts Gen Z Employees Want Their Managers to Know in 2023

The workplace environment is constantly evolving and changing, and traditional office politics are irrelevant to younger employees, such as those in Generation Z. Instead, here's how to get their attention.

Pew Research, one of the world's leading research and development organizations, defines Generation Z — also known as Gen Z — as anyone born after 1997. Their somewhat older forefathers, those born between 1981 and 1996, are known as millennials, and they have recently stepped up to become leaders, managers, and directors at their companies.

The business world is a lot different than it was a decade or so ago, regardless of age dynamic or organizational rank — and for Gen Z, a generation that has never known a world without the internet, the workplace is now something they're quickly reshaping.

However, the oldest age group of Gen Z is already 25 and has most likely been on the job market for some time. According to statistics, this group accounted for roughly 20% of the American population as of 2020. (or about 67 million people).

As a result of such a large and diverse group of people, the traditional office has seen some much-needed change and adoption in recent years, as these employees began to enter the job market on a large scale.

Tallo found that 65% of Gen Z employees value an ethnically and racially diverse workforce, the highest percentage among all age groups. It's more than just a job for Gen Z; it's a way of breaking down barriers between social and political issues, as well as bringing the workplace structure closer to current events.

With such a politically diverse group of employees stepping up to become tomorrow's employers, managers and recruiters should be aware of what Gen Z expects from them.

Specific workplace expectations

The pandemic forced companies and businesses to transition into the digital ecosystem, which has thrown a massive curveball at them in recent years. Employees are now more eager to apply for jobs that offer this type of benefit, thanks to the rise of remote working jobs and hybrid schedules.

Although it is clear that the majority of employees these days want more flexible work schedules, younger generations have become the most vocal about remote or hybrid work.

Changing jobs on a more frequent basis

Staying at one company for the majority of their careers may have worked for previous generations, but job hopping has proven to help Generation Z advance their careers faster and more frequently.

In fact, when compared to Millennials and Boomers, Gen Zs switched jobs at a rate 134% higher than before 2019. Those who aren't afraid to take the leap or switch jobs are moving from one employer to the next, climbing the corporate ladder as they go — and it's paid off. According to one Bank of America Institute report, Gen Z's job hopping has helped them increase their average salary by close to 30% in the last year by simply changing jobs.

Job assistance and evolving workplace career opportunities

Millions of employees quit their jobs in droves during the Great Resignation, with the majority claiming that a lack of workplace advancements and career development drove them to seek new opportunities.

Workplace recognition, support, and field-related advancement help Gen Z stay motivated. Though it may not always be easy for many managers and team leaders to support all of their team members at once, it is important to know that these younger employees value engaged managers and help to recognize their contribution.

Workplace relationships are crucial.

In a highly digital world where everyone is always connected, younger employees believe that their workplace relationships are an important part of their job, the environment they work in, and how they foster company culture.

With Generation Z being referred to as "digital natives," roughly 7 in 10 surveyed Gen Zers stated that in-person and face-to-face socialization in the workplace is important. However, the reality is that many of these employees are looking for jobs that allow them more schedule flexibility with benefits such as remote-only or hybrid work.

Employers will be able to retain the best talent in the job market with the right tools and resources, thereby driving social inclusion and sustainable change that can only benefit the workplace and the greater good of the community. Schedule a Meeting to know more HERE

Environmental and social values are important.

When compared to other age groups, Generation Z has a greater interest and social consciousness in environmental and sustainability issues. Approximately 58% of these employees believe that their company should be more environmentally responsible.

younger employees are more interested in companies that care about diversity, equity, and inclusion, with 68% of Gen Zs saying they want their company to be more committed to social issues.

Considering mental health

Mental health is important, and it has become a non-negotiable for Generation Z. Throughout the pandemic, a large number of employees left their jobs in search of something more fulfilling and less stressful, as stay-at-home protocols allowed many people to avoid toxic work environments.

Though some corporations have made more progressive changes to ensure employees receive adequate rest and mental health care, Gen Zs are more likely to rate their mental health as fair or poor. In some cases, more than 27% of Gen Zers have stated this, with just under half — 46% — claiming their mental health has deteriorated since the pandemic.

Going forward

In recent years, the job market has seen significant change as older generations retire and younger generations take on more executive roles and positions. As the workplace environment changes, so do the needs and requirements of those in the job market, which means that team leaders and managers must revise their understanding of how to attract the right talent for the job.

Gen Z is already making up a sizable portion of the labor force and will only grow in the coming years. Unlike their forefathers, this generation is more focused on employers and teams that can drive significant change, not only in the workplace but also in society as a whole.