Gen Zers want mental health days, the job market is shifting grads' salary expectations — and more Gen Z news

Welcome back to Keeping the Balance, a resource for young professionals navigating the changing world of work. Click subscribe above to be notified of future editions.

This week’s edition is a roundup of the latest Gen Z news and the conversations happening around the headlines. If you see a story that interests you, be sure to share your thoughts.

Gen Z workers want mental health perks

Companies that want to attract and retain Gen Z talent need to do more than offer a flashy salary. According to a recent survey , more than 80% of Gen Z workers say they want mental health days. The workplace benefit could prevent young professionals from burning out, particularly for the 44% of respondents who reported that remote work has made them feel “lonely and disconnected .” Mental health days could also help firms boost retention, with burnout/lack of work-life balance being one of the top reasons Gen Zers would consider leaving their jobs.?

• “I think this could be accomplished simply by giving workers freedom to use the time they already have how they see fit. If someone needs time off, their team should let them use it without lengthy explanations or approvals way in advance. It’s amazing what you can accomplish just by treating your employees like the intelligent adults that they are and getting out of their way.” — Jennifer Segall, who is a tax director

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Grads are underestimating their worth

Good news for recent graduates searching for a full-time job: Your paychecks could be bigger than you expect. A recent survey cited by CNBC found that fresh grads are underestimating their salaries by about $10,000. Why are they lowballing pay? One economist points to “swift changes in the job market” that occurred over the pandemic. To ensure fresh grads earn what they’re worth, CNBC advises them to research salary ranges in their industry so they’re prepared to negotiate.

• “As someone who is looking for an entry-level job, this is a relief. Hearing everyone talk about the recession that’s potentially coming can be disheartening for us recent/almost grads, but we are still just as needed!” — Autumn ‘Shae’ Alligood, who is strategic communications major

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How much work flexibility is too much?

Remote work is not all it’s cracked up to be for Gen Z, especially those who are just now entering the workforce. Less than 25% of Gen Zers say remote work is “very” or “extremely” important to them, per a recent survey from the National Society of High School Scholars. Many young professionals actually want to begin their careers in person after years of online schooling during the pandemic, writes Fortune . More than 60% of Gen Zers say they’d prefer to go through the onboarding process in person, compared to 13% who are in favor of remote training.

• “I’ve often thought why a recent graduate would prefer to virtually onboard and WFH after a majority have been in a social and stimulating classroom for several years. If you feel it is necessary to be in person to learn in school, then what would be the difference in learning and growing to build a fruitful career?” — Katherine (Kent) Lee, who works in the real estate industry

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More on Gen Z, from LinkedIn News editors:

Gen Z: We are not your tech support by Saundra Latham

You might want to think twice before you ask a younger colleague for tech help in the office. Fast Company , citing a survey from link-management firm OSlash, says older workers aren’t shy about interrupting Gen Z’s work day with questions that could often be solved with a quick Google search. One in four Gen Z workers even says that playing tech support is keeping them from getting their own work done, leading them to call for more robust tech support and more thoughtful implementation of new tools.

• “The line between skilling and troubleshooting is easily blurred. Love how this article explains the impact that this thinking can have on the careers of younger workers, who seem to be everyone’s go-to as digital natives. Even if they don’t opt into being the resident Excel expert, the environment you create by setting a peer learning precedent could have some unintended consequences for Gen Z employees.” —? Sonia Atchison, who is a strategy lead

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Gen Z prefers home cooking: Study by Felicia Hou ?

When compared to previous generations, Gen Z just isn’t as interested in dining out, according to a recent survey . As the pandemic ushered in more remote work opportunities, workers 18 to 24 years old didn’t develop daily commutes that would encourage dining out, food industry experts say. Additionally, Gen Z learned cooking skills that have enabled them to spend on things other than food, like tech and apparel. To draw young consumers, restaurants are revamping loyalty programs, partnered with celebrities and honed in on online marketing.

• “Catering to GenZ preferences is wise in order to retain these customers and create brand loyalty. While they’re not going to restaurants as much as previous generations, ensuring an emphasis on sustainability, organic and plant-based options is a wise move.” — Kelly Maguire, who is a founder ?

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Gen Z faces warning on remote work by Jake Perez

The remote work era might be closing, and “it could be in the interests of both employers and employees to return to the office full-time,” notes “Workquake” author Steve Cadigan . The development serves as a warning sign to millennial and Gen Z workers, most of whom want flexibility. But Cadigan argues they could stand to gain most from “post-pandemic” return-to-office plans by fostering more intentional connections and a stronger sense of commitment, while potentially blazing a trail for a new work model.

• “While I see both sides, I get more distracted in-person because I waste time chatting with friends. Since I have worked from home for more than a year now, if you count when I was forced to, I realized I am more productive…I feel like I can collaborate and connect with colleagues the same way I can in-person with the rapid advancement of and ever evolving technology.” — Tamara Gordon, who is a consumer success manager

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