As the “on-time” rule board gradually gives way to flexible online meetings, and closed office spaces transform into more creative open workspaces, one thing is clear: office culture is entering a period of dramatic change. Behind that transformation, there is none other than GenZ – the dynamic young generation in the current workforce. How is working culture being redefined by GenZ? And will the “new wind” of GenZ bring opportunities or challenges to companies?
As a generation that is strongly attacking every corner of the market, GenZ currently accounts for more than 30% of the workforce at businesses and is forecast to increase rapidly from 2025. Born in the industrial era Technology and known as “Digital Natives”, GenZ grew up with the internet, digital technology and connected devices. Therefore, this generation possesses the ability to use technology more proficiently and easily than previous generations. Besides, GenZ is also famous as a “rebellious” generation that loves new things, and is not afraid to express their strong personality. Committing to “adult” life has led GenZ to bring their generation’s characteristics into the labor market and reshape workplace culture.
1. GenZ widens the “generation gap” in the workplace
75% of working people feel “generational conflict” because of GenZ. That is part of a report on the challenges that businesses are facing published by Anphabe (a consulting unit on solutions for building happy human resources) at the 100 best places to work in Vietnam conference in 2019. last. The survey was conducted from April to September, with the participation of nearly 64,000 working people, 752 businesses and 150 leaders.
GenZ makes the “generation gap” in the workplace increasingly longer
The difference in GenZ’s growth environment, perspective and work style is one of the main causes leading to this situation. However, the emergence of a “generation gap” is inevitable, forcing companies to gradually accept and find ways to improve. For example, to minimize conflict and enhance harmony between generations, some businesses have applied this approach. “Reverse Mentoring” (Reverse Coaching), in which younger employees guide and share knowledge with older employees. This method not only helps Gen Z integrate and contribute effectively to the organization but also creates opportunities for other generations to understand and learn from GenZ.
2. Salary is important but…working environment is even more important
A recent survey by Anphabe also showed that 56% of GenZ consider having enough income to live comfortably and save as the most important factor when choosing a job – shows this generation’s initiative to have a solid financial foundation right after graduating. 53% of respondents said that job stability is a priority when they choose a job. However, the concept of “stability” in GenZ’s mindset is different from the 8X and 9X generations when in addition to wanting a job with an attractive salary, they also care about their personal advancement path and direction. enterprise development.
Job stability with attractive salary is a priority when choosing a job for genZ
Although salary standards are a secondary requirement, GenZ also expects more from the working environment. 49% of GenZ aim to be developed and trained right at the business they work for. In addition to being provided with tools and improving knowledge for their current job, this type craves opportunities to learn, develop new skills and advance further in their career.
A culturally diverse working environment and honoring integration are promoted by genZ
Besides, a culturally diverse working environment and integration in the workplace have also become “top of mind” for GenZ. 70% of generation Z say that a company’s level of cultural diversity influences their decision to work there; 63% GenZ Survey participants also said their top concern was whether they would be able to work with people with diverse education and skill levels. And add 20% think that members from different cultures (or ethnicities, regions) are the most important thing for an organization. It can be said that diversity and inclusion in company culture is what helps retain GenZ.
3. Generation craves work-life balance
28% of young employees often feel exhausted at workan increase of 7% compared to the old generation; and 7 in 10 millennials experience at least some workplace burnout. Unlike previous generations, GenZ is aware of the importance of mental and physical health. They do not let work take up all their time and energy, but instead, they want to have time to take care of themselves, rest and participate in non-work activities such as sports, traveling, or other activities. personal preference.
GenZ doesn’t see work as unique
In particular, after the impacts of the COVID-19 pandemic, Gen Z is especially sensitive to mental health issues and wants to stay away from jobs that cause excessive stress and pressure. For them, work is not the whole of life, but only a part of it. Therefore, GenZ will not “exhaust themselves” to work.
4. GenZ promotes the blend of “High Touch” and “High Tech”
Even though it is a digital generation and it is almost impossible to live without “high tech” – high technology applied to all aspects of life, more than 90% of GenZ still prioritize human relationships at work. The reason is because technology can be a great assistant to help them work more effectively, but it is the human relationships and direct support from bosses and colleagues that help them feel connected and meaningful. more at work.
GenZ values the human element in work and always looks for a cohesive working environment
“High Touch” – direct interaction element expressed from short conversations to group meetings, brainstorming or company social activities. GenZ is always looking for a cohesive working environment, where where team spirit is promoted, personal relationships at work are built and maintained. It is the human factor that helps create a positive working environment, promoting more creativity and productivity .
5. Bored with restrictive office work – Attachment is a luxury for GenZ
Flexibility and adaptability – a prominent characteristic of GenZ – is both an opportunity and a challenge for the labor market. With undeniable, agile multitasking ability, GenZ can manage and handle many different tasks at the same time, working anytime, anywhere, regardless of time and space, from professional work to leisure. sideline “tasks”. This makes GenZ a productive human resource and contributes effectively in demanding work environments.
Any place can become a GenZ workplace
However, GenZ also carries many ambitions and ambitions. Even when the job is good and the environment is dynamic, many GenZs do not settle down and choose to “give up” when they feel they have learned everything in their old environment or when they receive offers with good remuneration. better. Therefore, it is not too difficult to understand that Gen Z tends to change jobs more than previous generations, especially if the job does not meet their expectations of personal development.
When entering the labor market, GenZ is not simply looking for a job but also desires to live with passion and express their self-worth. Statistics show that occupations that require flexibility and dynamism such as: Cuisine, Resort, Financial Services, Trade, Technology… top the list of GenZ’s favorite fields. A desk job that is limited in space and time is not the ideal choice for GenZ, because this generation always wants flexibility, creativity and personal development opportunities.
Conclusion:
In a world where change is inevitable, capturing the characteristics and spirit of GenZ is the key to opening the future of the labor market. From prioritizing flexibility and creativity, to Demanding a diverse and highly inclusive work environment, this generation has been shaping a new standard for modern office culture. Looking at it positively, the change brought by GenZ is not only a challenge but also an opportunity for organizations to innovate and adapt more flexibly.
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