CHARLES MONNIER
For several years, they have been the focus of all criticism: according to their leaders, they are “unfaithful”, “individualistic”, “resistant to authority”, “obsessed with balance”. between their personal and professional lives”, “too often quick to resign”. “They”, the young people of Generation Z, born in the 1990s, are arriving on a job market that is now favourable to them and are putting human resources in companies. How many conferences, scientific studies, reports, press articles (including this one) or books deal with the burning issue of young people at work?
The latest survey conducted by the Ipsos polling institute on behalf of CESI, an engineering school, entitled “What relationship does Gen Z have with the company?”, emphasizes the gap between the expectations of each. Brice Teinturier, The CEO of Ipsos, speaks directly of a “misunderstanding” between business leaders and young people aged 18 to 28. The numbers speak volumes: “Eighty-six percent of business leaders believe that Generation Z is significantly different from the previous generation, 70% believe that it is difficult to identify their career aspirations, and 49% believe that it is difficult to help them advance in the corporate world.” Better, or worse, a third of the bosses questioned think that the arrival of these young employees “degrades” the organization of work.
This misunderstanding is all the more significant since, due to demographics and the lengthening of working hours, up to four generations can now coexist in the professional environment. With significantly different expectations regarding work, estimates Yann Orpin, head of the Cleaning Bio group, an SME specializing in industrial cleaning, and president of Medef in the Lille metropolitan area: “The elderly are very attached to the notion of schedules, while the younger ones are clearly asking for more flexibility, teleworking, flexible schedules, etc.”
“A piece of the puzzle of their lives”
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The boundary between private and professional life would also be more porous for young people: “They talk quite easily about their private lives or their family obligations at work…” But, above all, he feels, the work would not be “for the younger generations more than a piece of the puzzle of their life, where it remains central in that of their elders”. Faced with this perceived evolution, companies must “learning to be more flexible in the way teams are managed, to be pragmatic and intelligent so as not to miss out on talent, but without compromising on their strategy and direction either”wants to believe Yann Orpin. A new survey by the consulting firm Deloitte published this Tuesday, September 17, says it in other words: “The work remains [pour les jeunes] an essential pillar in terms of identity, but only after friends and family.”
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– What are the main differences in expectations between Generation Z and business leaders?
Understanding Generation Z: The Misunderstanding Between Young Employees and Business Leaders
In recent years, Generation Z (Gen Z) has been at the center of criticism, with leaders labeling them as ”unfaithful,” “individualistic,” “resistant to authority,” and ”obsessed with balance” between their personal and professional lives. However, as Gen Z enters the job market, they are turning the tables and putting human resources in companies to the test. But what’s driving this perceived gap between the expectations of business leaders and young employees?
The Misunderstanding
A recent survey conducted by the Ipsos polling institute on behalf of CESI, an engineering school, highlights the differences in expectations between Gen Z and business leaders. Brice Teinturier, CEO of Ipsos, describes it as a “misunderstanding” between the two groups. The numbers are striking: 86% of business leaders believe that Gen Z is significantly different from previous generations, 70% find it difficult to identify their career aspirations, and 49% struggle to help them advance in the corporate world. Furthermore, a third of the bosses questioned think that the arrival of these young employees “degrades” the organization of work.
Generational Differences
One reason for this misunderstanding is the coexistence of four generations in the professional environment, each with different expectations regarding work. Yann Orpin, head of the Cleaning Bio group and president of Medef in the Lille metropolitan area, notes that “The elderly are very attached to the notion of schedules, while the younger ones are clearly asking for more flexibility, teleworking, flexible schedules, etc.” This clash of expectations is causing friction in the workplace.
Rethinking Work-Life Balance
For Gen Z, the boundary between private and professional life is more porous than previous generations. They are more likely to discuss their personal lives or family obligations at work, which can be seen as a blurring of the lines. However, this is not a lack of professionalism, but rather a reflection of their values and priorities. As Orpin puts it, “For the younger generations, work is more than a piece of the puzzle of their life, where it remains central in that of their elders.” This shift in perspective requires business leaders to adapt and rethink their approach to work-life balance.
Flexibility and Autonomy
Gen Z values flexibility and autonomy in the workplace. They want to be able to work remotely or have flexible schedules, which can be perceived as a lack of commitment to their jobs. However, this is not the case. Gen Z is looking for a better quality of life, which includes having time for personal interests and pursuits outside of work. By providing this flexibility, businesses can attract and retain top Gen Z talent.
Reevaluating Performance Metrics
Traditional performance metrics, such as hours worked or face-time, no longer apply to Gen Z. Business leaders need to reevaluate how they measure productivity and performance, focusing on results rather than time spent at a desk. This shift in perspective can help to reduce misunderstandings and improve relationships between Gen Z employees and their leaders.
Conclusion
The misunderstanding between Gen Z and business leaders is a complex issue, driven by differing expectations and values. By recognizing and adapting to these changes, businesses can attract and retain top talent from this generation. It’s time to rethink our approach to work, performance, and work-life balance to create a more inclusive and effective work environment for all.
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What are the key values that Generation Z prioritizes in the workplace compared to previous generations?
Understanding Generation Z in the Workplace: Debunking Misconceptions and Embracing Change
The modern workplace is undergoing a significant transformation as Generation Z (Gen Z) enters the workforce, bringing with them a unique set of values, expectations, and work ethics. Born in the 1990s, Gen Z is characterized by their individualism, resistance to authority, and obsession with balance between their personal and professional lives. However, this has led to a perceived misunderstanding between business leaders and young employees, resulting in the need for a deeper understanding of Gen Z’s expectations and values.
A Piece of the Puzzle of Their Lives
The Ipsos survey, conducted on behalf of CESI, highlights the gap between the expectations of business leaders and Gen Z employees. Brice Teinturier, CEO of Ipsos, attributes this to a “misunderstanding” between the two groups. The survey reveals that 86% of business leaders believe Gen Z is significantly different from the previous generation, 70% find it difficult to identify their career aspirations, and 49% struggle to help them advance in the corporate world. Furthermore, a third of the bosses questioned believe that the arrival of Gen Z employees “degrades” the organization of work.
This perceived difference in expectations is further complicated by the fact that up to four generations can now coexist in the professional environment, each with their own set of values and work ethics. Yann Orpin, head of the Cleaning Bio group and president of Medef in the Lille metropolitan area, notes that “the elderly are very attached to the notion of schedules, while the younger ones are clearly asking for more flexibility, teleworking, flexible schedules, etc.”
What are the Main Differences in Expectations between Generation Z and Business Leaders?
The main differences in expectations between Gen Z and business leaders can be attributed to their differing values and work ethics. Gen Z employees prioritize flexibility, work-life balance, and autonomy, whereas business leaders often prioritize productivity, efficiency, and traditional work schedules. This disconnect can lead to misunderstandings and conflicts in the workplace.
Gen Z employees view work as “a piece of the puzzle of their lives,” where it is no longer the central focus. They prioritize their personal lives, family obligations, and social responsibilities, and expect their workplaces to accommodate these needs. In contrast, business leaders often view work as the primary focus, with personal lives taking a backseat.
Embracing Change and Adapting to Gen Z’s Expectations
To attract and retain top Gen Z talent, companies must adapt to their expectations and values. This includes:
- Flexibility and Autonomy: Offer flexible work arrangements, such as telecommuting, flexible schedules, and compressed workweeks, to accommodate Gen Z’s desire for work-life balance.
- Personalization: Recognize individual differences and tailor management styles to meet the unique needs and expectations of each Gen Z employee.
- Feedback and Development: Provide regular feedback, training, and development opportunities to help Gen Z employees grow professionally and personally.
- Inclusivity and Diversity: Foster an inclusive and diverse work environment that values diversity, equity, and inclusion.
- Digital Literacy: Invest in digital tools and technologies that cater to Gen Z’s tech-savvy nature and enhance their work experience.
By embracing these changes and adapting to Gen Z’s expectations, companies can bridge the gap between generations and create a more inclusive, productive, and successful work environment.
the modern workplace is undergoing a significant transformation as Gen Z enters the workforce. By understanding their values, expectations, and work ethics, companies can adapt and thrive in this new era of work. It’s time to debunk the misconceptions and stereotypes surrounding Gen Z and instead, focus on creating a workplace that values their unique perspectives and contributions.
