MANILA (ANN/PHILIPPINES DAILY INQUIRER) – Often stereotyped as “vapid, attention-seeking brats,” Gen Z employees—the newest members of the workforce—are proving to have much in common with older generations when it comes to workplace aspirations. Like their predecessors, they yearn for fulfilling work environments with aligned institutional values, financial security, and the opportunity to provide for themselves and their families.
This insight comes from the study Motivating Filipino Generation Z Employees at Work: Enablers and Outcomes by researchers from Ateneo de Manila University, which delves into the motivations and workplace preferences of Gen Z—those born between 1995 and 2012.
Similar goals, unique preferences
With Baby Boomers now retired and Gen X nearing retirement, Millennials and Gen Z shoulder the responsibility of driving public and private sector productivity. While Gen Z shares similar aspirations with earlier generations, they exhibit distinct demands and preferences that employers must address to retain top talent.
Key motivations for Gen Z employees
Career growth and financial security
Gen Z values personal achievement, career growth, and skill development. They prioritize roles that enable them to create a positive impact on society while achieving stable financial security. Unlike Baby Boomers and Gen X, who value job security and long-term loyalty, Gen Z seeks work that aligns with their personal and social values.
“Financial security is one of Gen Z’s motivating factors, as they view work as an avenue to earn and save for their future,” the study noted. However, they are less likely to remain in roles that do not offer fulfillment or a sense of making a difference.
Work-life balance and flexibility
Gen Z has a strong preference for hybrid or remote work arrangements, emphasising autonomy and the ability to balance professional and personal pursuits, such as travel and hobbies.
A separate study by Jobstreet by SEEK highlighted that Gen Z employees, particularly those in Metro Manila, reported the lowest levels of job satisfaction compared to other groups. Those under work-from-home setups, however, expressed higher satisfaction due to improved work-life balance.
Implications for employers
The findings underscore the need for companies to adapt their strategies to engage and retain Gen Z employees effectively. The Ateneo study highlights several key areas for focus:
Career development opportunities
Companies should invest in robust programs for career growth, mentorship, and skills development to cater to Gen Z’s ambition for personal and professional advancement.
Alignment with Social Impact
Organisational values that prioritise social responsibility and broader societal impact are crucial for appealing to Gen Z’s idealism and desire to contribute positively.
Competitive compensation and benefits
Employers must offer competitive salaries and benefits to meet Gen Z’s immediate and long-term financial goals, particularly given their strong focus on supporting family needs.
Harnessing Gen Z’s potential
By addressing these needs, companies can tap into Gen Z’s youthful energy, enthusiasm, and drive to make a positive impact. This approach not only benefits organisations but also empowers the next generation of workers to drive meaningful change.
As workplaces continue to evolve, understanding and adapting to the unique preferences of Gen Z will be essential for fostering a thriving, motivated, and impactful workforce.
