What Gen Z Really Wants When It Comes to Work

Gen Z—the generation of Americans born between 1996 and 2010—knows what it wants when it comes to work, careers and professional satisfaction. Not surprisingly, flexibility, money and job security top the list for this group, which represents about 20 percent of the U.S. population. As more members of this younger generation enter the workforce, successful employers will take note of their priorities.

Interestingly, they comprise a smaller share of the workforce than Gen X and millennials at just over 70 percent, and they are also better educated than the preceding generation. Overall, this generation of workers, which is more keyed into the importance of mental health and wellness, seeks meaningful work that comes with flexibility and true work-life balance.

Further, a solid salary and benefits package are also important—longer hours and micromanagement top the list of turnoffs. The flexibility of remote work is another notable plus.

Gen Z is especially interested in tech jobs, consulting, engineering and freelance work. And employers are interested in hiring more young employees—more and more companies are also recognizing that they may need to bridge the knowledge and cultural gaps among generations in the workplace.

As veterans of learning, interning and finding their first jobs during a global pandemic, Gen Z knows what it wants and is willing to wait to find the right position. Employers may need to roll out the red carpet and offer an impressive package to attract the best of the best.

Gen Z is Changing the Post-Pandemic Workforce

Gen Z—represented by the swath of years from 1997 to 2012—is leading the way for change in today’s workforce. While they are the youngest members of the work world, this generation is also the most outspoken in its request for good working conditions, flexible jobs and meaningful work. They are also more than willing to quit a job in search of a better environment or fit.

Unlike previous generations, Gen Z is more vocal in its expectation of a solid environment that includes mental health support, workforce wellness programs and flexible conditions. Work-life balance has gone from a “nice to have” to a “must have” for Gen Z. Salary is less important that a great working environment.

While their millennial managers may expect 40-plus hours a week, Gen Z is ready to knock off once their goals for the day or week are completed. They have no problem complaining about poor working conditions on social media or saying “I quit.”

According to LinkedIn data, job transitions increased by 54 percent year over year overall, while they increased by a whopping 80 percent for Gen Zers. Granted, some workers do face regret when they make a switch, but that might just mean they will move on again.

All of this has been termed a “slow up” by some in the industry—an intentional focus on slowing down in the name of better balance. Gen Z is proud to lead the way for change in slowing down and finding work that matters.

Ultimately, this generation wants to make a difference in the world. They have the entrepreneurial spirit and spark. More than 62 percent of Gen Zs surveyed by the Center for Generational Kinetics said they hoped to launch their own business down the line.

Most Gig Workers Would Prefer a Full-Time Option

While many recent headlines have touted the growth in gig work across the United States, most part-time workers say they would prefer a full-time permanent option, according to McKInsey’s America Opportunity Survey. On the contrary, most companies plan to increase hiring of employees who work on contract or part-time, rather than full-time employees.

Even though part-time and gig workers enjoy flexibility in jobs and the ability to set their own schedules in some cases, these workers were most impacted by loss of income during the pandemic, and nearly one-quarter of them reported that they could not afford health insurance while many others were also struggling with basic living expenses. Nearly two-thirds of contract, freelance and gig workers said they would like to have permanent employment; these numbers increase for Black, Latino and both first- and second-generation immigrant respondents.

However, gig and part-time workers did note feeling more optimistic about the economy in general than their full-time peers, and this group is enrolling in additional training and continuing education at a rate that is more than double that of other workers.

As part of its recent survey, McKinsey interviewed 25,000 U.S. workers in spring 2021, and nearly 30 percent of those surveyed were freelance, contract or temporary gig workers.

The Great Resignation Transitions into a Great Job Market for Employees

In contrast to the Great Recession a dozen years ago, today’s “Great Resignation” is witnessing more and more employees leaving their current jobs in search of something new and different. More than half of workers intend to seek a new job this year, according to the Society for Human Resources Management. While this has sent many companies and HR teams scrambling, workers today have an abundance of options when it comes to finding their next position or career.

Experts predict an incredible hiring boom in 2021 as the Great Resignation has coincided with the Great Reopening of the U.S. economy. More companies are bringing back furloughed employees or those who have been working from home and updating their hiring plans for the months to come. Industries that were hit hard by the pandemic are rebounding.

What does this mean for workers across the country? Opportunity.

Job seekers will have more options—and more incentives—than they’ve seen in a long time. To entice new talent, companies are upping salaries and benefits, offering more flexible work schedules and creating appealing office spaces.

In addition, more businesses across the country are updating their hiring and retaining procedures with the goal of creating more satisfied long-term employees. Job seekers are emboldened to ask for more flexible scheduling, support with childcare or eldercare, and mental health support.

Companies that recognize the need for employee-forward programs and hiring practices are likely to come out ahead as the Great Resignation begins to shift into the Great Hiring.

Today is the Day

The year 2020 hasn’t been easy for anyone, and most of us have faced challenges both large and small in our personal and professional lives. However, that doesn’t mean we can’t learn from this year – and even appreciate some of the lessons we picked up along the way.

It’s documented that “Hope” is the most popular word being used on holiday cards this year because people want to remind their family and friends of the power of hope during tough times. We can always find hope and a light, even during the shortest, darkest days of the year.

Sometimes hope and light help us solve a problem. Sometimes they bring a smile. Sometimes they just give us that little bit of encouragement that we need to move forward or take the next step. We can find these sources of motivation every day – but only if we look.

In our work, we have had times where we needed to hold out hope for our business to grow or a partnership to work. Not every opportunity pans out and it can be easy to get down or frustrated.

While it doesn’t happen every time, through hard work and the right amount of hope, we’ve found amazing team members, customers, and progress in an industry we love. Even when a door closes, there is always that glimmer of light shining at the end of the tunnel.

In 2020, we needed hope and light more than ever. We hope that you have found some silver linings – maybe more time with family, a new career opportunity, time in the great outdoors or the chance to practice a new favorite hobby. And while 2021 will hold challenges as well, hope is always there to lead the way.

One foot in front of the other and one day at a time, we can find hope, strength, possibility, and a brighter future ahead.