Gen Z Workers Don’t Work For Money But Demand Reasonable Compensation! They Require Freedom But Also Need To Connect With Others
May 17, 2022
Businesses are encouraged to listen and understand the contradictions of Gen Z (those born in 1995-2012) to better engage these workers and thrive in the market.
With characteristics of “freedom”, “flexibility”, and “personality”, Gen Z is often seen as a problem by managers. Furthermore, Gen Z is usually portrayed by social media as the ones who are easy to quit their job and have bad behaviors in the workplace, which distances this generation from the ones before them. But, behind each decision of this young generation of workers, there’re clear reasons that if businesses understand the reasons, they can better resonate and engage with these workers.
Gen Z is not working for money, but they don’t necessarily choose to work provided inadequate compensation
A notable characteristic of Gen Z is the ability to earn money from various opportunities by leveraging their socializing and tech-savvy skills. But while they are prone to experience various jobs, they do not work for experience and fulfill passion as people thought. According to Ripplematch, since 2021, graduates are placing remuneration as the top priority when choosing jobs. HR will need to update the remuneration package to match current market norms to attract these talents better. Furthermore, HR also needs to clarify the job description, and even clearly state requirements if businesses don’t want their employees to work multiple jobs.
Gen Z loves freedom, yet requires to be connected with others
According to the decision lab, 47% of Gen Z workers stated that a welcoming workplace and flexible working hours are two of the most important factors in choosing a job. But on the other hand, research by Dell Technologies shows that Gen Z also values direct interactions between employees at the workplace.
“Businesses must consider all the policies and working models that enable a balance between working online – offline, as well as freedom – regulations if they want to retain and fully utilize the potential of Gen Z workers”, shared Ms. Nguyen Thi An Ha – Head of Strategic Partnership of Talentnet Corporation.
According to Ms. An Hà, Gen Z will be the primary workforce in the future. Businesses need to prepare and develop a flexible working model that satisfies the demand of young workers while maintaining the integrity and ensuring the core value of the companies.
“Changing does not necessarily erase the long-lived traditions of the business. It means breathing new life into the core value to create motivation for the business to move ahead with the trend”, Ms. An Hà confirmed.