AFP – The newer cohorts of employees exhibit greater comfort compared to older generations in broaching subjects traditionally deemed taboo within workplace conversations. Recent research reveals that Generation Z individuals, in particular, display a willingness to address topics crucial to them, such as compensation and workplace wellness.
In specifics, 77 per cent of surveyed Generation Z employees express readiness to discuss their salary openly in the workplace. Furthermore, an even larger proportion (87 per cent) feel no reservations about openly expressing their levels of job satisfaction or discontent.
The authors of this Adobe report, claim that this openness is linked to the fact that members of this generation have a strong support network in the workplace. They often surround themselves with colleagues in the same age bracket as themselves, which enables them to talk more freely about their professional aspirations and difficulties.
Conducted by Advanis among 1,001 Americans born between 1997 and 2012 who have been working full-time for a medium or large company (750 employees or more) for up to three years, the data was collected at the beginning of September 2023.
IMPORTANT FACTORS
Newcomers to the job market have very specific expectations of their employers. They believe that the culture of the company that recruited them shapes their professional experience. That’s why almost all of those surveyed (96 per cent) say they are familiar with the values of the company they work for.
What’s more, 78 per cent feel it’s important for them to be able to connect with these values, especially when they concern major social issues. More than half of Gen Z workers say they would like to work for a company that is outspoken about social issues (56 per cent). Peer-to-peer interaction is another important aspect of professional life for the under-30s.
They are eager to be accompanied in their early career by more experienced colleagues or their manager. This is why 83 per cent of young people surveyed consider it important to have a mentor in the workplace. But, in reality, this practice is still not widespread in companies, with only 52 per cent of respondents reporting having a mentor at work.
PROMOTION OR BUST
However, it would be in employers’ best interests to provide such support. A paper, published in 2020 in the Journal of Managerial Psychology, states that mentors and mentees both benefit from this type of working relationship. Indeed, mentors enrich their management skills by coaching a novice, which contributes to their professional development.
It also helps to establish their legitimacy as a leader, especially with Generation Z workers.
The latter want to be agents of change in the workplace, and are not afraid to shake things up by giving feedback to their peers.
Nearly nine in 10 young people surveyed say they have no problem giving feedback to their colleagues. What’s more, 74 per cent of them feel comfortable enough to give upward feedback to their superiors.
This is because Gen Z aspires to new forms of collective organisation, which differ from the pyramid-shaped model of hierarchy typically in place in most companies.
They want to evolve professionally and climb the ladder to decision-making positions.
Without this possibility, they are not sure that they want to stay in their current company for too long. One in two young people surveyed considers lack of promotion to be one of the main reasons why they would leave their current job.
