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5 Ways Your Business Can Adapt To Gen-Z’s Expectations Of Job Satisfaction By Graziela Cajado-Ogland

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There’s no denying that Gen-Z have experienced their early twenties enormously differently to the generation before them. They missed key life milestones due to the pandemic; cancelled graduations, networking events, internships, and work placements, to name just a few. They were then hit hard by job losses and uncertainty in the formative stages of their careers while having to make job decisions quickly, often outside their passion areas and without fully understanding their talents.  Gen-Z requirements for a fulfilling career can be broadly characterised by having a job that aligns with their values, offers good work-life balance and also pays well according to research from The Hustle. Recent social media trends of ‘lazy-girl’ jobs and ‘silent quitting’ where people do the minimum in unfulfilling jobs show how much Gen-Z value job satisfaction. Similarly, Gen-Z strive for work-life balance, with many graduates and entry level employees often holding a ‘work to live’ and not ‘live to work’ mantra. In contrast, older generations have grown up with a different mentality – where working hard and “grafting” is the best way to progress and succeed.  Today’s younger employees are highly attuned to global and societal issues which is why many Gen-Z are keen to make a positive impact through their work and for employers to share their values. This sense of purpose should be commended; however, Gen-Z may inadvertently be setting up new problems by focusing solely on purpose. Marcus Buckingham, head of research, people, and performance at ADP Research Institute claims purpose alone does not lead to career fulfilment and “the secret to a satisfying career is to find the small parts of your job that bring you the most energy, and simply do more of them”.  To help business leaders better integrate Gen-Z employees into their workplaces, Graziela Cajado-Ogland, Consultant and Certified ​Professional Executive Coach (PCC, CPCC, CPQC) and a Board Member, VP at the UK International Coaching Federation (ICF), has shared her five top tips to consider when hiring a Gen-Z employee and help set them up for future success. 
  1. Enhanced support, guidance and connection for Gen-Z during their transition to the workplace: Allocating mentors, buddies, group onboarding and networking opportunities within the first six months can facilitate the building of new connections, foster greater collaboration and lead to a smoother integration into working life. 
  2. Prioritise social responsibility and involve Gen-Z in purpose-driven work: Gen-Z are the most diverse and purpose-driven generation yet, and their values have been very influenced by issues such as climate change, COVID-19 and diversity and inclusion. By providing opportunities to engage in initiatives that benefit society (including employer-supported volunteering programmes), organisations can help Gen-Z instil a sense of purpose and passion in their work. This alignment of personal and organisational goals will lead to greater satisfaction and commitment. 
  3. Flexible working policies to accommodate Gen Z’s preference for work-life balance. As they have experienced and got used to remote studying, they are expected to continue to have flexibility at work. A recent Deloitte study revealed that 75% of Gen Z would prioritize a job with flexibility over one with a higher salary. Embracing flexible policies can boost Gen-Z productivity and enhance retention. 
  4. Address emotional wellbeing and stress management: Stress, anxiety and depression carry less stigma than in the past and Gen-Z are more likely to seek professional help for mental health issues than past generations. A Deloitte 2022 study on mental health found that 46% of Gen-Z reported feeling stressed or anxious all or most of the time. To support them, organisations can offer mental health and stress management tools and resources, workshops, therapy, and group coaching. These initiatives can empower employees to self-regulate and better manage stress. 
  5. Introduce a coaching culture: Coaching isn’t just for CEOs and senior level executives. Organisations with a coaching culture create safer spaces for open discussions, embrace intergenerational learning and encourage diversity to the workplace. Coaching also enables employees to discover their natural talents and focus on roles that maximise their strengths, leading to increased engagement and job satisfaction. 

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