Here’s what businesses need to know about the generation of workers that values flexibility over a high salary 

Nobody can be defined solely by the generation they were born into. And nuances can be missed when people are viewed through labels such as ‘baby boomer’, ‘Millennial’, or ‘Generation Alpha’ (the children of Millennials, currently all younger than ten). 

Still, we are shaped by socio-economic patterns. Our values, ambitions and expectations typically differ from our grandparents’ because different generations are exposed to different economic climates, social trends and historic events.  

As Generation Z enters the workplace – or those born between approximately 1996 and 2012 – it makes sense for HR professionals to understand what they’re looking for in a specific job role, so that top emerging talent can be acquired, motivated and retained. 

According to a recent study of Gen Z employees in Australia and New Zealand by software company Nintex, work flexibility is more important than a high salary for this generation. In the same way as their Millennial counterparts, Gen Zers feel that the traditional 9-6 set-up doesn’t support the lifestyle they want to live. They’ve seen how the ‘always-on’ lifestyle of their predecessors often results in burnout. They’re more determined, as a result, to strike a better work-life balance, and to carve out a career for themselves that enables this. 

At the same time, unlike most Millennials, Gen Z employees will struggle to remember a time without Wi-Fi. While older millennials will remember floppy disks, and the days of dial-up internet, Gen Z will have been exposed to smartphones throughout their teen years. Constant connectivity is all they know. If the expectation is for them to make a lengthy commute – when they could just as easily complete certain tasks remotely thanks to tech – Gen Z will likely feel frustrated by their employer.  

This leads to another point highlighted in the Nintex study. Nearly 90% of Gen Zers have been asked to fix a superior’s IT problem at work. More than three-quarters (78%) of decision makers say Gen Z employees are more tech savvy than they are, and that Gen Z picks up the slack as a result (another likely source of frustration for young employees if it’s not dealt with). 

As for aspects that might turn Gen Z off of a job, the study found that broken IT processes were one of the main factors causing respondents to look for a new role sooner than planned. This came close behind the desire for a higher salary and a lack of learning opportunities. 

Nintex also found a major disconnect between what business decision makers think Gen Z looks for from a job, and the reality. For example, 54% of leaders thought company values would be a top priority for Gen Zers. In fact, the determining factor for Gen Z respondents was flexibility (37%), followed closely by salary (33%) and ensuring a good work-life balance (31%). 

Perhaps surprisingly, the Nintex study also highlighted the importance of face-to-face time with their bosses. Also referred to as iGen, because of their dependency on smartphones, there’s a common misconception that they place less value on being in the same physical space as someone for an important conversation, or that they “hide behind their phones.” In fact, almost 90% of respondents said they prefer in-person catch-ups with their manager rather than virtual meetings, suggesting that Gen Z has an appreciation for non-verbal cues when it comes to appraisals, and the need for face-to-face time for building rapport.  

What does all of this mean for businesses looking to snap up and retain Gen Z talent? It’s definitely worth streamlining any tech issues within your company, as the latest generation of employees will have less patience for sticky software and worn-out hardware. And, in a multi-generational workspace, Generation Z employees must not be treated as surrogate IT support, as this will quickly become frustrating for them…  

Communicating to Generation Z candidates that your company has a flexible working policy is a fantastic way to position the business as forward-thinking, and aligned with their values, given how much emphasis they place on flexibility in the workplace.  

But a desire for work-life balance is certainly not exclusive to Gen Zers. Flexible working is desirable to candidates of all ages, and combined with wellness and stress relief becomes more important to employees. HR professionals would do well to take on board the values of Generation Z and align these with their company’s values, for the sake of baby boomers and Millennials, too. 

Find a workspace for Generation Z (and X, and Y) with IWG